Hamburg, November 22, 2021 – The coronavirus pandemic has fundamentally disrupted traditional work models. Mandatory in-office attendance has been replaced by hybrid and remote work arrangements. With the fourth wave of infections underway, more employees are expected to work from home during the winter months. Starting November 24, 3G regulations and mandatory remote work policies will take effect across Germany.
This shift presents significant challenges for companies. It has become increasingly clear that simply establishing the technical infrastructure for remote work is not enough. Managers now face the growing responsibility of addressing their team members’ concerns in a time of ongoing uncertainty.
Many employees feel disoriented, unsure of what is expected of them, and anxious about how the pandemic might impact their career prospects – especially if good performance goes unnoticed in remote settings. Others report feeling unsupported by their managers, citing a lack of genuine, empathetic engagement. Additionally, motivation and emotional connection to the company often wane as organizational values and culture become less visible in predominantly remote environments. As a result, more employees are considering leaving their roles, particularly in workplaces where meaningful connections and support have eroded.
Andreas Kaufmann, Partner and Coach at PAWLIK Consultants, has taken a close look at the challenges associated with hybrid work and authored a 26-page white paper. “We need to reimagine how we work together,” says Kaufmann. “Traditional corporate culture must be adapted to include elements that thrive in a hybrid work environment.” Ideally, these new guidelines should be developed collaboratively. “Cultural change can only succeed with genuine participation from everyone involved – managers and employees alike – and a commitment to transparency,” he explains.
Joachim Pawlik, founder and CEO of PAWLIK Consultants, founder and CEO of PAWLIK Consultants, highlights the importance of managers taking the time to connect with their team members and understand how they are truly feeling – without tying the conversation to a specific issue. “These types of discussions are the foundation for building empathy in what is an entirely new situation for both employees and organizations,” he explains. According to Pawlik, effective leadership will increasingly require a balance between professional competence and emotional intelligence. Attentive listening and a genuine understanding of employees’ circumstances will be essential to bridging the gaps created by digital work environments.
Download the white paper Hybrid Work here:
