Greater flexibility
According to an article on the HR Magazine website, flexibility demands have significantly increased in recent years. While COVID-19 played a major role in this shift, other factors also contributed. Today, employees not only frequently request but also receive flexibility in the form of remote work, flexible hours, or alternative working arrangements. Managers are not only more willing to provide this flexibility to their teams but also expect it from company management. As a result, the stereotype of the workaholic manager who never takes a vacation and expects the same commitment from subordinates is becoming less common.
Employee autonomy
In the past, managers were primarily responsible for assigning tasks, monitoring their completion, and rewarding or punishing employees based on their performance. However, in the last ten years, employees have gained more autonomy. In some fields, such as IT, employees often possess deeper knowledge than their managers in certain areas. As a result, the manager’s role has shifted towards coordinating team efforts rather than strictly supervising them. Team leaders now expect greater independence from employees and, in turn, are more willing to delegate tasks and allow greater freedom in execution.
Reliance on data, automation and AI
AI, automation, and data analytics, both small-scale and large-scale, have influenced how managers lead their teams. Today, managers expect access to tools that allow them to analyse team performance using relevant data and effectively plan their strategies accordingly.
Moral and social responsibility of companies
More than ever, employees are scrutinising their company’s impact on society, its ethical practices, and environmental responsibility. As younger generations enter the workforce and managerial positions, this topic is becoming increasingly important for team leaders as well.
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