I read a recent article in Fast Company titled “Five Key Skills New Managers Will Need This Year”. This is a good article full of statistics about transitions back to the office and hybrid work.
The focus is around the responsibility of implementing return to office policies falling on middle managers. The article highlights five areas that are keys to excelling in the hybrid work transition: Intentionality, Trust, Autonomy, Connection, and Accountability.
There is a deeper look into each of the five areas that includes both statistics of what is happening and ideas for how to incorporate on your team.
My Perspective – Responsibility Without Roadmaps
This article got me thinking that there are so many times that middle managers are given responsibility without a roadmap. In this case, they need to create productive, hybrid teams.
The policies were not developed by them, but they need to interpret, defend, and activate.
Hybrid work is happening in many organizations, but there are other examples of this as well.
New technologies are launched, and teams are expected to quickly transition.
New priorities show up on the annual business plan without guidance at the working manager level what this means or how to implement in the day-to-day business.
And the list could go on.
What if companies were more intentional about training managers when initiatives are launched?
Taking the time to translate policies and goals into actionable programs.
This could enable managers to rally around the plan.
And that, could make all the difference in the success of the program.
Your Turn
Have you had to implement a policy or program that you didn’t feel equipped to launch successfully?
Is there something at your organization that could use manger training to ensure success?
How might you get a conversation about training started?