法國調查顯示，COVID-19 大流行改變了管理範式

新冠危機深刻影響了我們的工作方式。自2020年以來，遠距辦公變得普遍。法國幹部聯合會 (CFE-CGC) 對數千名管理人員進行了調查，結果將於 4 月 24 日的會議上公佈。初步調查結果表明，遠距工作的激增需要對管理實務進行徹底改革。

The COVID-19 Pandemic: A Paradigm Shift in Management

COVID-19 大流行：管理典範轉移

The global COVID-19 pandemic has profoundly altered the landscape of work, accelerating the adoption of remote work practices. While much attention has been paid to the challenges and adjustments faced by employees and employers, the role of managers in navigating this transition has received less scrutiny.

全球新冠肺炎 (COVID-19) 疫情深刻改變了工作格局，加速了遠距工作實務的採用。儘管人們對員工和雇主面臨的挑戰和調整給予了許多關注，但管理者在應對這一轉變中的作用卻受到較少的關注。

To shed light on this crucial aspect, the French Confederation of Management (CFE-CGC) conducted a comprehensive survey of thousands of managers. The findings, set to be unveiled at a conference on April 24, offer valuable insights into the challenges and opportunities managers have encountered in the post-pandemic era.

為了闡明這一關鍵方面，法國管理聯合會 (CFE-CGC) 對數千名管理人員進行了全面調查。這項調查結果將於 4 月 24 日的會議上公佈，為管理者在後疫情時代遇到的挑戰和機會提供了寶貴的見解。

Managers: Navigating a New Era of Hybrid Work

管理者：引領混合工作新時代

The surge in remote work has compelled hybrid managers to overhaul their management styles over the past four years. According to Franceinfo, this has been particularly challenging in corporate cultures marked by a deep-seated mistrust of remote work.

過去四年來，遠距工作的激增迫使混合型管理者徹底改變他們的管理風格。根據 Franceinfo 報導，這在對遠距工作根深蒂固的不信任的企業文化中尤其具有挑戰性。

A lack of trust from superiors has further hindered managers' efforts to adapt. In fact, as many as one-third of managers surveyed admitted to not having changed their practices due to a lack of training on how to lead remote teams effectively.

缺乏上級的信任進一步阻礙了管理者的適應努力。事實上，多達三分之一的受訪經理承認，由於缺乏如何有效領導遠距團隊的培訓，他們並沒有改變自己的做法。

"This is an area that requires continued attention," said Maxime Legrand of CFE-CGC. "If individuals feel excessively monitored, it creates tension and undermines productivity. In such cases, the transformation of work remains superficial."

CFE-CGC 的 Maxime Legrand 表示：“這是一個需要持續關注的領域。” “如果個人感到受到過度監控，就會造成緊張並降低生產力。在這種情況下，工作的轉變仍然是膚淺的。”

The Anxiety of Management

管理層的焦慮

The pressures of managing teams remotely have taken a toll on managers' well-being. Between the demands of isolation, the stress of managing teams remotely, and the desire to prove their worth more than they would in an office setting, 71% of managers surveyed reported experiencing anxiety.

遠距管理團隊的壓力已經損害了管理者的福祉。在隔離的要求、遠端管理團隊的壓力以及比在辦公室環境中證明自己的價值的願望之間，71% 的受訪經理表示感到焦慮。

The CFE-CGC believes that managers need better support, recognition, and training, especially as younger generations express reservations about pursuing managerial roles.

CFE-CGC 認為，管理者需要更好的支持、認可和培訓，尤其是在年輕一代對追求管理職位持保留態度的情況下。

Rethinking the Role of Managers

重新思考管理者的角色

The pandemic has forced a re-examination of the role of managers in a hybrid work environment. Traditional management practices, centered around physical proximity and direct oversight, have become less feasible in a world where employees are increasingly dispersed.

這場大流行迫使人們重新審視管理者在混合工作環境中的角色。在員工日益分散的世界中，以實體接近和直接監督為中心的傳統管理實踐已變得不太可行。

Effective managers in the post-pandemic era must be equipped with the tools and skills to lead and motivate teams from afar. This includes fostering trust, providing clear communication, and creating a culture of support and collaboration.

後疫情時代的有效管理者必須具備遠距領導和激勵團隊的工具和技能。這包括培養信任、提供清晰的溝通以及創造一種支持和協作的文化。

Implications for the Future

對未來的影響

The CFE-CGC survey highlights the urgent need for organizations to invest in the professional development of managers. By providing managers with the necessary training, support, and recognition, companies can empower them to lead hybrid teams effectively and contribute to a more productive and fulfilling work environment for all.

CFE-CGC 調查凸顯了組織投資於管理者專業發展的迫切需求。透過為管理者提供必要的培訓、支援和認可，公司可以使他們能夠有效地領導混合團隊，並為所有人創造一個更有效率和充實的工作環境。

As the world continues to navigate the post-pandemic workplace, the role of managers will become increasingly critical. By embracing the lessons learned from the past four years and investing in their managerial workforce, organizations can unlock the full potential of hybrid work and create a more sustainable and resilient work environment for the future.

隨著世界繼續在疫情後的工作場所中前行，管理者的角色將變得越來越重要。透過吸取過去四年的經驗教訓並對管理人員進行投資，組織可以充分發揮混合工作的潛力，並為未來創造一個更永續和有彈性的工作環境。