What is fit for the cultural change on the labor market implies
How long is that supposed to take? A new management culture is being called for with increasing urgency, and one that suits our new working environment. Because the world of work has undeniably changed. Not only has it become more digital, the balance of power has also reversed. What that means? Today it is primarily your own customers who decide whether new customers come and buy by telling them online. And your own employees play a key role in deciding who wins the best talent.
Appropriate internal framework conditions and a leadership culture geared to this change are unavoidable, so that it is possible for both customers and employees to be ever more enticing. In the future, companies will have to do so simply because they no longer find qualified employees who want to work there.
Leadership is faced with completely new challenges
In these new times, executives have to learn from now on to master new working models, ie to lead only temporarily present and shorter-term employees and to make them productive as quickly as possible.
In the future, this will mainly be paid for thought performance. On the other hand, everything that computers can do is systematically eliminated. Only the difficult, the individual, the tailor-made and the special remain in the work area of man.
And is there a weekend crash course sufficient?
In order to be successful in the future, obsolete management structures have to be dismantled, better framework conditions created for our new working environment, and sustainable employee management made possible. Completely new touchpoints, these are the interaction points between Executive and employees, and completely new forms of communication will emerge.
However, for a professional training, a management took years. For a management training, however, a weekend-crash-course should be enough - if at all !? So there are countless bosses, who mean it well, but not good. This is devastating! Especially as regards humanity, one must study and practice to shine.
An internal Touchpoint Manager is helpful for the new world of work
Creativity is the key resource of the future. And work has to be fun to be good. An internal Touchpoint Manager can provide the right framework conditions. He is the link between organization, employees and management business-related topics and the welfare of the people.
He takes care of the physical, mental and emotional fitness of the company, so that their performance remains at its peak. This function is cross-functional, not bound to a department. And it has both strategic and operational components. This is why she is much more than just a little coworker.
In times of talent scarcity, employer rating portals and social media talks, it can make a decisive contribution to the future of a company. To this extent, an internal touchpoint manager needs the absolute back-up of the management as his path is bumpy and he does not always make friends. Anyone who is on the road as an athlete representing the interests of the employees is inevitably exposed to grievances.
The possible task areas of an internal touchpoint manager
An internal touchpoint manager is an advocate of the employees and bridge builders between up and down. Its possible task:
- Office organization and office life
- Employee events and social projects
- Sports and health programs
- Initiate employee surveys
- Prevention of employee turnover
- Involvement in employee selection
- Onboarding and offboarding
- Exit interviews and pastoral care
- Supervision of employer rating portals
- Heart box, good soul, mediator
- In-house ideas management
- Moderation of internal touchpoint projects
- Networking all beyond department boundaries
The internal Touchpoint Manager is a generalist. He has a mature personality, which is at the same time binding and sensitive, but also analytical and structuring. The applicant should be able to work interdisciplinarily and be familiar with both management and HR topics, Training needs.
He is moderator, networker, communicator and diplomat in one person. For this he needs psychological knowledge and coaching competence. He must be passionately convinced of the usefulness of his function in order to be able to convince. With Collaborator Touchpoint Management, which I will explain in a later post, his task can be systematized and mastered.
The Feelgood Manager as a pioneer of Touchpoint Manager
As predecessor of the touchpoint manager the Feelgood Manager be valid. This function has found quite a number of followers especially in the IT industry. But the Feelgood Manager is still seen in many cases as a pure employee fun. “Colleagues mood!” was the title of time, for example.
Who can still seriously believe that a good mood in the workplace shows a lack of professionalism? This myth dates from the time when industrial manufacturing processes with REFA-Zand even talking in factories was banned. At that time, you only saw the time it takes to make a chat during working hours, not the buoyancy that comes with it.
Google, one of the most valuable brands and one of the most attractive employers in the world, can be considered the best alternative to such outdated thinking. I personally visited the branch in Hamburg and can assure the reader: there are enough feel-good opportunities, but at the same time the work is highly committed.
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