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Flexibility, flat hierarchies, work 4.0 – terms that often spread only slowly, especially in established companies. An established management level, as well as outdated structures and processes do prevent changes in the world of work: young people and employees in particular find it difficult to bind themselves to such companies for a long-term. 

Sonja Schwaighofer from GREATVIBES has been employing communication, workplace design and agility within one company for years: What are the principles that make up a pleasant working environment? What motivates us to remain loyal to a company in the long-term?

 „Young people start directly from their studies in the world of work. They want to use the knowledge they have acquired. However, they usually experience the opposite: hierarchies and ranking. You must submit to the system first. There is little creative freedom and that is demotivating!”  – Sonja Schwaighofer

The ideal mix of Office, CoWorking and Home Office

Thanks to digitalization, many of us are already able to work from anywhere. A balanced work-life balance can thus be created with the help of flexible working hours and the possibility to choose the place of work from time to time. Especially in the creative sector, we are convinced that a 4-day week leads to more productivity than the classic 60-hour marathon of our previous generation.

Mentoring instead of leadership ensures flat hierarchies

Today’s leaders need to learn to relinquish responsibility and let employees work independently. It is better to encourage them to become self-employed and to trust them. As mentors and coaches, we see executives in a new role that gently leads employees. What if mistakes happen? Let them be! Because we can all learn from these.

Living Individuality!

Let us give employees the chance to develop in their own way. This is the only way to reach the full potential. And appreciation plays as an important as a role as the fact that jobs are becoming more diverse and jobs are more and more complex.

Your own workplace should be inspiring and a place to feel good – even when it comes to work itself. Let’s rethink our classic office concept. How can you change things quickly?

In CoWorking spaces, for example, creative workplaces can be hired quickly and cost-effectively. We get into touch with other companies and creative minds. That’s a WIN-WIN!

Changes and share learning from experience

Agility is particularly important in project management: we must remain able to react quickly to changes. Online communication tools support us and help to develop suitable communication processes here. In our agency, we value communication internally and with partners through Slack or Teams von Microsoft.

Learning more about agility, should also not be neglected: enhancing ourselves from experience and constantly improving internal processes. We need to adapt to technological progress and learn to deal with new tools or new software. over and over again!

Why does agility fail? 

In many industries, executives still find it difficult to relinquish responsibility. In addition, they are often convinced that their hierarchies are already kept flat. Unfortunately, this is only partly true! IT is already working very well on an equal treatments and agility. We already know established methods such as Scrum.

We can still look at this way of working: if we let employees work independently, there is room for self-development. Unnecessary decision-making is cut and the joy of working and the meaningfulness of doing a job increases. Most likely, more mistakes are made – but better to arrive at the destination with more risk than not at all, right?

Handling mistakes openly and without any fear, allows the development of a constructive error culture. This has a positive effect on cooperation within the team and in the company. We have to put more trust in ourselves.

Work smarter. Not harder. 

Digitalization does not begin with new technologies, rather with our attitude towards them. It is good that many companies are already working on their digitalization strategies. However, new work means not only digitization, but also developing the associated corporate culture: Work-life balance is often related to laziness – only those who work hard and fall into bed exhausted at the end of the day deserves to have a career.

These crippling beliefs do not give us agility or flexibility, nor brings us permanently satisfied employees. New Work requires new management: As soon as it is possible to implement new approaches and methods in an enterprise process, the opportunity should be seized. From managers, teams and employees.

It finally makes sense and we are looking forward to new challenges!

Sonja Schwaighofer

Sonja Schwaighofer

Consulting, Webdesign & Online Marketing

 

We stand for flexibility, agility and the change in today’s work culture. We live up to new approaches, which we recommend to our clients during consultation.

In our strategy workshops, customers deal, inter alia. with topics such as New Work and their own corporate culture.

Contact us!

 

 

+43 660 318 2752
sonja@greatvibes.at

 

 

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