With many new first line managers now managing multi-site teams and working remotely themselves as a result of the pandemic, they are now facing unhealthy levels of stress and anxiety as they battle to make it successfully through their first and most difficult leadership transition, suggests Founder of Just Promoted, Stefan Avramtchev.

According to a survey commissioned by Microsoft UK and YouGov, over 50 percent of workers in the UK that currently have the option to work remotely, as well as in the office, would consider quitting their job if the option of hybrid working was removed.

Also, almost three quarters (73%) of public sector employees would be more likely stay in a job that allowedremote or hybrid working. Further, 8 in 10 of public sector employees cite learning and development as key to job satisfaction according to Open University’s new report into public sector skills, Embracing Flexibility

There is a real pressure for Line Managers to adapt to this new mode of working.

However, having multi-site teams could mean that first line managers are no longer getting the same one-on-one time with their upline as they previously did prior to the pandemic.

This in turn means the level of support, training and mentoring that they once received is far less as a result.

 

Stefan Avramtchev, a business and leadership coach and Founder of Just Promoted:

“There is a real gap when it comes to the support available to first line managers – especially in a post-pandemic world – and I’m concerned that there will be many who will buckle under the added pressure that hybrid working brings.”

As we look to the future of how we work in the UK, much more support is needed for first line managers in order for them to be successful in their job role of managing employee engagement and team performance, as well as overseeing leadership succession and achieving those all-important key performance indicators.

“Businesses need to bridge the gap in the support offered to new first-line managers where it’s most needed. Tailored to their individual journey, this action-oriented, high-accountability coaching grows and activates abilities in young leaders to take action and move boldly through their most challenging career passage,” adds Stefan.

 

 

 

 

 

Amelia Brand
Amelia Brand

Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.