How managers can support makers
- Embrace remote work (in some form): Not every company can transition out of the office permanently, in the short-term or the long-term. In these cases, it’s worth considering a remote-ish option where some employees work in the office while others work remotely.
- Make a delayed response the default expectation. Employees shouldn’t need an excuse to close their communication apps in order to focus on their work.
- Assess existing meetings. The goal should be minimization, not elimination.
- Reward results, not presence. Reserve praise and promotions for quality work rather than who responds most quickly or is the most visible.
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