Newwork Needs Trust
Especially around the topic “NewWork” there are many ideas and tools. Not a day goes by without invitations to “Design Sprints”, people get together to “Dailies” and you are “
agile” everywhere. The topic is so omnipresent that even the Hamburg company XING has named XING after it. Recently, someone asked what the most important tool was. I mean: trust!
Translated with www.DeepL.com/Translator
Actually, it’s a shame you have to emphasize it that way. In the meantime, mistrust has grown in the organizational structures, mainly driven by middle management. This has nothing to do with the inability of the individual, but rather with the fact that it is precisely the abilities in micromanagement that are promoted.
In order to try out new things, it is necessary to promote trust, and in many cases to establish it anew. However, it is not only middle management who cannot do this alone. Trust must be promoted and demanded from above. This includes not challenging the project or division manager to be able to speak at all times. He does not have to know at all times, he has to be able to obtain the information.
Conversely, employees also have to trust each other to the extent that they can independently approach their project manager or manager when problems arise, without fearing any restrictions.
This also includes promoting empathic values. The best counterexample is a manager who rhetorically asks “He wants a simple answer to a simple question, yes or no”. Thus he delegates decisions to a level which does not want that again.
The tools and tools behind it are secondary: You can do and try out many things that you should. Some things will make sense, some will make sense. Which of these can only be decided individually in the organizational structure and best of all with the help of the employees.
However, trust must be exemplified by top or senior management. If the managers themselves fight with distrust, it will be through the different hierarchical levels. The tools behind this are fashionable and largely irrelevant. The epicentre is: Again more about trust, about managers, about project managers, but also about employees.
German version see here.