Effective leadership and a healthy corporate culture, despite teleworking – is it possible?

1

Reflect and give feedback

Set aside more time for reflection. By giving employees five minutes a week, you're going to notice a big difference. 70 percent of an individual's development occurs when it has time to reflect on its performance. In Rolf, it is quick and efficient for the employee to write down their reflections, and just as smoothly for the manager to respond.

2

Follow up continuously

Challenge the annual employee interview. Following up only an employee's thoughts and performance once a year was outdated even before the pandemic, and now it is no longer sustainable. A conversation doesn't have to be a big deal: What's gone well, what's gone less well, what challenges are there in this now? What is the next step in development?

3

Break down targets to micro-steps

When you're talking goals. Break down to what they mean for each one. Every individual must feel and know what the expectations are for me. If I'm going to be more structured, what does that mean? Should I check the calendar every morning before reading mail or should I have more order on my desktop. A word can mean completely different things to two different individuals. 

4

Create a transparent partnership

If an employee is to become involved, they must be involved. Therefore, it is important that both you as a leader and an employee have access to what you say, that it is easy to access in everyday life and easy to document. Remove administration and spend your time on your employees instead.

5

Visualize development

Imagine an elite athlete. If they are to achieve the result, a clear visualization of the development is needed. Not only the end goal, but also the small progress along the way. Most of it is triggered by. Create the conditions to see the development.

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Create a workplace with prosperous and motivated employees who drive results