遠端管理狀態更能考驗管理能力remote controller science skills

David Roppo : [Managers should take behavioral science into account. The problem is most haven’t been trained to understand behavioral science, human behavior in the workplace, manager/team dynamics, and intra-team dynamics. They can and should, but they won’t get that in conventional manager training. That being said; remote work really has very little to do with it. The pandemic, and the wide-spread inception of WFH, just exposed an already existing problem – bad management. Remote team management is being made out to be more complex than it really is. Of course you don’t have proximal interaction, but skilled managers can come very close using the other communication delivery systems. You are correct that employees need support, guidance, and stability, even more so when isolated. But, most weren’t getting that before the pandemic. It’s not complicated. Pick up the phone and talk to your people daily or at minimum 3 times per week. Demonstrate that you care, engage, involve and support them. Encourage and foster intra-team collaboration. Managers have abused video conferencing and as a result have increased stress and burnout. Stop with all the meetings and have some one-on-one conversations already!]

我非常同意他的說話，因為你沒有辦法近距離的狀態下，還能與你公司的同事保持到工作狀態，是非常重要的。

雖然接下來的比喻有點誇張，但管理者在疫病的期間，更能展現出管理能力，這個管理者就像是行軍打仗的指揮官，有點辛勞，但他的同事都能很好地完成他交待的任務。而且因為有了一對一的溝通，大家更能直接知道自己要做的事情，省却猜度和舉棋不定，省去下屬對上司的種種猜測，從而達到事半功倍的效果。

我們經常會忽略的就是管理者與內部的溝通能力，但看起來這一次的疫病事件，讓作為老闆的人可以更容易清楚知道自己請的經理的真正實力。