Day #314: We’re still eating from our canned food stocks, as our fresh food and flour reserves have diminished. Thankfully we still have enough toilet paper to see us through for most of the century. Peering outside in the morning through the wooden slats and blinds we can see people milling about outside, like zombies, they seem to go about their business unhindered. But we remain strong in our resolve, who knows what the outside world has become like. At least we still have pie.
Obviously, I hope it doesn’t come to this, where we’re in lockdown for such a long amount of time. Though I can fully see people simply staying in and not realising life has returned to normal. And with their ridiculous need to hoard, they simply don’t need to leave their homes anymore.
But back in reality, in this piece, I would like to look at how managers can manage their teams and employees during this period of remote working. Recently I published a piece on how individuals themselves can more effectively work from home or work remotely. But I was made aware that it may be helpful if there was a piece that deals with some advice and best practices for managers and their ability to oversee employees remotely. As it’s difficult to offer training for the unexpected in these interesting times, perhaps a collection of research, advice and best practices will help some of you in your roles when managing others.
The aim then is to make this piece as straightforward as possible in its approach and advice. And naturally again using some gamification sparkle to make the whole thing a little more enjoyable. Therefore I felt that perhaps one of the best methods to approach this was to use the player journey model when creating a more enjoyable environment for yourself, as a manager, and those that you manage.
The model we’ll be looking at is the one used in Press Start (Griffin, D., van der Meer, A. (2019) Press Start, pp. 197). And as such this piece will look at building an experience of how best to manage your teams using these stages, or floors:
- Discovery Floor – purpose & belonging
- Onboarding Floor – mastery & safety
- Scaffolding Floor – autonomy & belonging
- Adept Floor – esteem, belonging & safety
Included in each stage is a suggestion of which motivational levers could be useful to you for engaging and managing your employees.
Some of the points that we’ll be exploring in each floor are:
- Communication – shifting from face-to-face to virtual
- Team cohesion & collaboration
- Responsibility and accountability
- Performance (of employees) – micromanaging
- Roles & tasks
- Having the right resources available
- Respecting people’s time
We’ll be taking these points and incorporating them into a step-by-step progression of each of the floors of the player journey, essentially as if we were designing a journey for any game. As a manager, therefore, it will be up to you at what speed you take your players through this journey and how much you will need to share with them and manage. This will be influenced by the pain points that you may experience when your team has been thrust into the world of remote working.