Apr 12, 2022
In General Discussions
I also mentioned a number of risks and Telemarketing List pitfalls, as I did earlier . It therefore remains a bit of what Jitske Kramer calls online office play. Play online office I am convinced that the steps that many organizations are taking in this area are good and necessary. Giving employees more autonomy to develop their skills, Telemarketing List especially if you as an organization know how to connect your people very well with the higher goal to which you are focused. To once again highlight Daniel Pink's three Telemarketing List main motivations. Hybrid works and Transformation A Telemarketing List Hybrid working in the light of Transformation A is therefore a combination of, among other things: That employees can decide for themselves whether and when they work from home and at the office Have space to free up time to work undisturbed and concentrated (focus time) Telemarketing List That they focus on what is important versus what seems urgent. That they do work that pays off in the longer term instead of always having to be immediately available and Telemarketing List reachable But also that managers facilitate their people in this without losing sight of the higher goal, the cohesion in the team and mutual communication and collaboration. All the while, people, teams and organizations Telemarketing List are still basically doing the same work, for the same customers (or residents, tenants, patients, students, etc.) and I think more or less the same processes. Only then will they Telemarketing List jointly ensure that this is easier, better and faster with more flexibility. Hybrid works and Transformation B What has recently dawned on me is that Transformation A will not Telemarketing List suffice for many organizations in the longer term and that they must also deal with Transformation B.