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People #8: Do you feel confident enough? An employee and manager perspective

Tip of the day!

If you feel insecure about your performance, or if you are uncertain or afraid about taking personal initiative, then all you need is encouragement. Ask your manager to be available for dialogue and discussion!

Theme of the day

During and beyond the Covid-19 crisis, enforced teleworking policies trigger progress towards new and secure business interactions between a multitude of stakeholders. Advancement is one of the opportunities a crisis offers us. Isn’t that ‘nice’?

But what if employees feel insecure about the new way of working? What if they are apprehensive about taking personal initiative? After all, don’t forget that as cybersecurity teleworkers, we all have to respect new guidelines and applicable cybersecurity policies. At the same time, we have to be flexible enough to face challenges and demands with a compelling character which can result in a lack of reliability and security over a more extended period. If you feel insecure, ask your manager to be available for dialogue and discussion.

This blog is not about acceptable performance standards. In this blog, I hand over some questions to you and some easy tips to your manager to encourage you in cases where you feel insecure or apprehensive. Even in times of crisis, managers are responsible for encouraging their teams and individuals to achieve mutually defined objectives and expectations and to respect applicable security policies. I am not telling you anything new, am I?

Ask yourself

 

“As a teleworker, do I feel insecure about my abilities to respect the cybersecurity policies of my company?”

If so, ask your manager to be available for dialogue and discussion

Manager actions:

  • Provide feedback about their performance showing how well their performance meets the norm;
  • Let them know that you are pleased with their daily contribution to the results of the company and the new way of working.

“Am I apprehensive or uncertain about taking the initiative and responsibility?”

If so, ask your manager to be available for dialogue and discussion.

Manager actions:

  • Provide feedback on your belief that they can handle the situation;
  • Recognize any successful efforts regarding taking initiatives;
  • Dialogue about their uncertainties.

“Am I overly concerned about doing something incorrectly?”

If so, ask your manager to be available for conversation and discussion.

Manager actions:

  • Strengthen their abilities and past achievements;
  • Examine the issue and work together on a problem-solving approach and agree on remedial actions.

“Do I lack self-confidence in my ideas or suggestions?”

If so, ask your manager to be available for dialogue and discussion.

Manager actions:

  • Listen, acknowledge, and encourage his/her opinions;
  • Strengthen good ideas;
  • Encourage them to make suggestions.

In my next blog, we will dive deeper into how we deal with self-motivation and stress.

Stay tuned!

Take care of yourself! Take care of each other!

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