Trust based Management is the best solution for organisational challenges emerging due to the latest pandemic IDM Nations Campus Chairman Dr. V. Janagan said.
“These days we are seeing these changes in different aspects such as avoid public places, try to stay at home whenever possible, more online shopping, avoid public transportation, etc... which lead us to different landscapes,” he said.
Dr. Janagan noted that one of the highly impacted domains is workplace. Conventional management always trusted procedure-based management in order to make the workplace more productive and efficient, but this pandemic changed socio factors by making employee’s first priority as their life rather than work. Employees found that, in the time of global lock down, they actually need limited priorities to survive, which leads their expectations to be within a more reasonable boundary.
Now management needs to find a more convenient and flexible approach on how to increase the productivity of their employees rather than giving them the pressure from traditional procedure-based constraints. The solution is they need to trust employees, based on the trust they need to reorganize their workplace, which is more dynamic. Though the full lockdowns are gradually being released, we will still need to maintain social distancing in the short- to medium-term to control the spread of coronavirus.
Workplaces previously using hot-desking will likely need to reconsider their arrangements. Bustling offices with multiple people using the same desk space would be hotbeds for transmission. Many businesses may also need to stagger work-shifts so that offices and factories don’t become too crowded and workers can safely maintain distance, such a system has demonstrably worked during lockdown, and so managers can no longer rely on the traditional arguments against allowing people to work from home.
This could in turn lead to a shift in expectations and workplace culture, where employees are valued on how well they meet their deliverable targets on time, not how many hours they sit behind their desk in the office. What may appear in the longer term is a more dynamic approach to work, combining office hours where necessary. Workers can live wherever most convenient or desirable. Above facts alarming management, how they could find trust in traditional cultures such as Sri Lanka. The answer is empowerment, where employees need to feel like work is one part of their life rather than a traditional 08-hour concept. “So, if organization wants to survive in post pandemic social and economical plate change, they need to find answers for challenges waiting at bay such as gaining real trust from workers, motivation, assurance on job security, facilitation, mentoring and other all CSFs (Critical Success Factors) which would leads to success in trust-based management,” he added.
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