There are too many bad managers

Just in time for the new year, a few studies started popping up claiming that we’re not actually productive when working remotely.

Wait, what? Isn’t this supposed to be the workplace of the future?

Didn’t we just spend the last two years writing article after article about how productivity increased?

So… was that all a lie — or just enthusiastic cheering from us “evil geniuses” providing digital tools?

One of these studies showed that 49% of surveyed IT managers want to bring their staff “home” once vaccines are in place and restrictions ease. (And by home, they mean the office.)

It also revealed that 47% have fired an employee due to decreased productivity and that 85% plan to monitor their staff more closely in 2021.

Sounds bad, doesn’t it?

Are we really that lazy when working from home? I’m not sure.

Although, I must admit — last Thursday I spent 45 minutes watching a documentary about the world’s most poisonous jellyfish… during work hours.

Okay, fair. But I refuse to let my jellyfish studies define my overall performance.

Still, there are pitfalls in remote work. So let’s get to the bottom of this — using my own reasoning as a self-proclaimed digital scientist — and give you, dear reader, some truly valuable insights.

Side note: Jellyfish 🪼

One of the world’s most poisonous creatures is the Box Jellyfish. Its venom can kill a human within an hour — terrifying, right?

They come in different sizes, and one species, the Irukandji, is no larger than your fingernail. Yet its sting can paralyze large parts of the human nervous system.

They’re most common off northern Australia but have also been spotted in Thailand. The Irukandji is named after the Indigenous people living in the region where it was discovered.

Have we gotten lazy from working at home?

Honestly, I can’t say for sure. Some days I feel like a remote-working zombie, other days I’m unstoppable.

So I’ll rely on studies, gut feeling, and personal experience.

And yes, the research is divided — there are two camps, and now it’s time to pick a side.

From what I’ve seen, my productivity at home is roughly the same as it is in the office. Some days I lose focus, others I overperform. In the end, it balances out.

So no, I don’t believe we’ve turned into slackers. I think we’re delivering just as well from home — maybe not with the same consistency, but definitely with the same results.

And when you add the fact that most of us feel happier and less stressed thanks to flexible schedules and better work-life balance — that’s a huge win.

So what’s the real problem?

Why do so many managers claim productivity has dropped?

Is it because:

• We lack the right tools for the digital workplace?
• Things simply take longer now?
• You’re still waiting for that email reply from your colleague who disappeared sometime around the Dacke Rebellion?
• The phone has replaced your laptop as your main work tool?
• Or is your internal communication… well, kind of a disaster?

Do we just not trust each other?

Maybe it’s that simple.

Maybe managers don’t trust that employees are actually working — they assume we’re all watching jellyfish documentaries all day.

Are we getting enough support and coaching?

Working in a digital environment is new for most people.

A distributed organization is tricky at first — it puts new demands on both leaders and employees.

Coaching remotely is different, and these new challenges require a new kind of leadership.

Are we being measured more than before?

Most likely, yes.

Many people I’ve talked to now have daily stand-ups and check-ins — something that wasn’t nearly as common before.

New metrics, KPIs, and dashboards have become standard in digital workplaces.

Okay… I think I’m on to something here.

Conclusion

Could it be that many companies simply moved the workplace — from the office to the home — without changing how they actually work?

If the transition happened without adapting workflows, tools, and leadership, it’s no wonder these studies show decreased performance.

Employees didn’t get worse. They just didn’t get the right conditions.

So, who’s to blame?

Easy: the manager.

Let me explain.

Digital tools

If your employees don’t have the right digital tools, that’s on you.

It’s your responsibility to give them the setup they need to succeed.

(Read more about the importance of digital tools [here].)

Remote teams need new ways of working

When you work remotely, trust is everything.

Build a digital culture that boosts productivity — so you can stop worrying about whether your team is secretly watching Netflix documentaries.

You need to become a digital leader

I get it — it’s not easy.

Your job changed overnight.

You went from being a manager to being a digital manager — without any real training.

(So go ahead — complain upward. Talk to your boss.)

You should’ve spotted the slackers before

If you suddenly realize some people aren’t performing, guess what — they’ve always been like that.

The difference? You just never measured them properly before.

(Read more about goal-setting in digital workplaces [here].)

Food for thought 🍽️

Isn’t it interesting how, in business, we usually fire the employee when performance drops — but in sports, it’s the coach who gets the boot?

When a team loses, it’s rarely the players’ fault — it’s the coach’s.

So maybe it’s time we apply the same logic in the workplace.

When individuals or teams fail, it’s not the staff — it’s the leadership.

And with that…

Here’s to a fantastic, healthy, and productive year ahead.

Warm regards,

Filip (employee, NOT manager)

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