法国调查显示，COVID-19 大流行改变了管理范式

新冠危机深刻影响了我们的工作方式。 2020年以来，远程办公变得普遍。尽管人们对员工和雇主给予了很多关注，但弥合两者之间差距的管理者的经验却被忽视了。法国干部联合会 (CFE-CGC) 对数千名管理人员进行了调查，结果将于 4 月 24 日的会议上公布。初步调查结果表明，远程工作的激增需要对管理实践进行彻底改革。

The COVID-19 Pandemic: A Paradigm Shift in Management

COVID-19 大流行：管理范式转变

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) 疫情深刻改变了工作格局，加速了远程工作实践的采用。尽管人们对员工和雇主面临的挑战和调整给予了很多关注，但管理者在应对这一转变中的作用却受到较少的关注。

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.

为了阐明这一关键方面，法国管理联合会 (CFE-CGC) 对数千名管理人员进行了全面调查。该调查结果将于 4 月 24 日的一次会议上公布，为管理者在后疫情时代遇到的挑战和机遇提供了宝贵的见解。

Managers: Navigating a New Era of Hybrid Work

管理者：引领混合工作新时代

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.

过去四年来，远程工作的激增迫使混合型管理者彻底改变他们的管理风格。据 Franceinfo 报道，这在对远程工作根深蒂固的不信任的企业文化中尤其具有挑战性。

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.

缺乏上级的信任进一步阻碍了管理者的适应努力。事实上，多达三分之一的受访经理承认，由于缺乏如何有效领导远程团队的培训，他们没有改变自己的做法。

"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：“这是一个需要持续关注的领域。” “如果个人感到受到过度监控，就会造成紧张并降低生产力。在这种情况下，工作的转变仍然是肤浅的。”

The Anxiety of Management

管理层的焦虑

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.

远程管理团队的压力已经损害了管理者的福祉。在隔离的要求、远程管理团队的压力以及比在办公室环境中证明自己的价值的愿望之间，71% 的受访经理表示感到焦虑。

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

CFE-CGC 认为，管理者需要更好的支持、认可和培训，尤其是在年轻一代对追求管理职位持保留态度的情况下。

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.

这场大流行迫使人们重新审视管理者在混合工作环境中的角色。在员工日益分散的世界中，以物理接近和直接监督为中心的传统管理实践已变得不太可行。

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.

后疫情时代的有效管理者必须具备远程领导和激励团队的工具和技能。这包括培养信任、提供清晰的沟通以及创造支持和协作的文化。

Implications for the Future

对未来的影响

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 调查凸显了组织投资于管理者专业发展的迫切需要。通过为管理者提供必要的培训、支持和认可，公司可以使他们能够有效地领导混合团队，并为所有人创造一个更加高效和充实的工作环境。

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.

随着世界继续在大流行后的工作场所中前行，管理者的作用将变得越来越重要。通过吸取过去四年的经验教训并对管理人员进行投资，组织可以充分发挥混合工作的潜力，并为未来创造一个更加可持续和有弹性的工作环境。