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THE EMPLOYEE IS OFFSIDE IN THE NEW WAY OF WORKING

Much has been said and written about the role of the employee in the introduction of The New Way of Working. There is also often talk about trust as the basis for The New Way of Working. But what does the employee actually want?

I think that organizations should look at possible cultural changes from the employee perspective: Man in the (changing) organization. At this time you often see that organizations change and employees have to adapt to the changing work environment. I want to start from the change of man: The organization forms itself, not the other way around!

Self-reliance in card

The New Way of Working is not saving for everyone. Many people naturally need structure and bonding. The New Way of Working requires a higher degree of self-reliance of the employee than before: not everyone has sufficiently developed the right competencies for this.

There are numerous bottlenecks that can arise between employees and employers in The New Way of Working. Not because the will is lacking, but because it requires more autonomous behavior and organizational retention from the employee than before. Autonomy and bonding have everything to do with self-reliance. When is an employee self-reliant enough to do place and time independent work, while retaining fun and results?

In my opinion, it is the employer's responsibility to chart the employee's needs and competences before an organization switches to The New Way of Working.

Trust: a dangerous word

In addition to the level of self-reliance of the employee, trust plays a major role in the New Way of Working. Theo Rinsema, CEO of Microsoft Netherlands and fervent supporter of The New Way of Working, said: "The New Way of Working is based on trust in the employee. He or she ensures that the work is finished at an agreed time, when and where this happens is not important. "

An interesting thought. But how can you, as a company, start from trust in the employee when the new work environment demands much more from the staff than before? Imagine that an employee has difficulty with result orientation, time management or self-discipline and therefore does not function well in The New Way of Working. Has the trust in this employee been violated, or has he simply not been induced for a high degree of flexibility and personal responsibility?

It seems that the employee is sidelined in the discussion about The New Way of Working. I think that within The New Way of Working one should start from trust in the employer instead of in the employee. It is the responsibility of the employer to know who has sufficient self-reliance to be able to function while retaining fun and results. An employee must be able to rely on that!

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