The '46% club' driving performance through homeworking

We're living through a time when the number of people homeworking has accelerated at an unprecedented rate. 

First of all, we sorted technology and made it possible to ''work from home if you can". Then came the shift change in our work attire, smart-ish on the top where visible and comfy on the bottom half - backed up by sales of trousers falling by 13%.

While productivity in the main has remained consistent, what about performance? How do we keep our people and teams motivated to maintain their performance and development? Working from home won't have changed the desire to do a good job, and for many aspirations won't have gone away.

Calling all Line Managers!

In a recent report by the Charter Institute of People Development (CIPD) [*], it shows 'that there is a high probability that there will be no return to business-as-usual post-crisis'. 

So, what does this look like and how well prepared are your managers

Many businesses promote their great people because they are good at what they do. However, to manage others is not always a natural skill, and often the behaviours needed are different from those that made them previously great. 

Line Manager skills and behaviours needed right now:

The confidence to really get to know the person they are managing. Not just the skills and the tasks but the human behind them;

• what are their strengths
• what motivates them
• what makes them confident
• where do they draw their resilience from
• how do they like to be managed
• what are their blindspots
• how to they respond to feedback
• what are their ambitions
• their fears
• their challenges
• how do they respond under pressure
• How can you as a manager support them
• The ability to have difficult conversations
• To be able to give and receive both positive and constructive feedback
• Adaptability to flex approach and communication style to those they manage and work with
• Emotional intelligence (or emotional quotient - EQ) that drives effective communication and psychological safety
• To set strong and motivating goals that create a win-win for individuals, team, business and clients alike
• Be solutions-focused, balancing empathy with driving outcomes
• Be confident of holding others to account
• The effective delegation that imparts trust and develops team members while freeing managers to drive the team, business and clients

Business who put these Line Manager basics in place will create a culture that will thrive both at remotely and face to face. Team Members will feel valued, empowered, they'll perform fuelling their confidence and growth taking them and your business to exciting places.

We run individual and group training and coaching that develop Line Managers by up to 205%! [**] Our clients love that we can quantify the impact of their investment in their people - we do too!

Get in touch to find out more about how you can join the 46% of employers powering the future of effective home working.

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[*] Source: CIPD. (2020) Embedding new ways of working: implications for the post-pandemic workplace London: Chartered Institute of Personnel and Development.

[**] Source: Line Managers developed on our 1plus12 Performance Habits programme through 2020.