Old Wine in New Bottles?
In the year 1984, Frithjof Bergmann founded the first center for "New Work" in Flint, Michigan. That was almost 36 years ago. 36 years? Quite right, the principles of the concept of "New Work" are by no means a trend of the early 21st century, but rather a phenomenon with a history. "For many, New Work is something that makes work a bit more exciting. And that is absolutely not enough. New Work means that work can be experienced and perceived in a completely different way than before, and that one must prepare for this fundamental difference. This is a radically new way of thinking," emphasizes Bergmann. The term "New Work" generally encompasses an approach that leads to profound processes of change on a societal and entrepreneurial level, and places new demands on managers, executives, and employees. According to Bergmann, each individual's new way of working should consist of one third traditional employment, one third work that the employee truly wants to do, and one third self-production.
The Foundation of New Work
However, before you roll up your sleeves and preemptively set up a smoothie bar as a meeting place in your company, you must become aware of the 4S perspective of new work as the basis of all changes: Security, Self-development, Meaning, and Social life. Security requires the satisfaction of employees and therefore comes before salary and working atmosphere. Employees must be aware that their position is indispensable for the company before they engage in changes and relax. Self-development means personality. Do your employees feel that their individual competencies, skills, and character matter? If so, congratulations, the mindset of your company is still an exception. Satisfied employees are those who can discover and realize themselves in their actions. Even the philosopher and Enlightenment thinker John Locke understood: "Work for the sake of work is against human nature." Yet, over 300 years later, we still do not have to look far for those who only do their job to finance their lives. Those who go to work grudgingly and resign themselves to rigid structures. This does not bode well. The purpose of work must be made clear. Your employees want to make a difference. "There is no stronger motivation than knowing that one's actions change the world." The last point emphasizes the collaboration among your employees. Working together is the motto instead of competing with each other. Create opportunities for teamwork, where each employee finds their individual niche with their skills and drives the project forward 100% effectively.
5 Areas and their Tools for Implementing New Work
Security, Self-development, Meaning, and Social life. Internalized? Good, now let's get more concrete based on these four 'S'. #1: Individuality Give your employees a voice that goes beyond the completion of their assigned tasks. Ask for their opinions and involve them in strategy development. Perhaps someone has an idea on how to optimize processes in the company. Assign such a project to an employee! Provide opportunities for your employees to set their own learning and performance goals and take the time to reflect on shared successes. #2: Leadership Become a guide and development aid: More of a coach than a traditional leader. In the future, you will increasingly moderate instead of lead, allowing your employees desired freedom in their actions, leaving decision-making room, and thus relinquishing a piece of your own leadership responsibility. It's more about coordinating tasks and less about controlling them. #3: Agility The half-life of knowledge is decreasing due to the acceleration and increasing complexity in the working world. Quick decision-making processes and short paths are essential. React quickly to changing demands and dampen the hierarchical structure in your company. By delegating tasks to many, you increase organizational innovation productivity and also connect to Meaning, Self-development, and Individuality... Are you starting to understand the principle of New Work? #4: Flexibility You are already familiar with home office and flextime, right? Yes, those are old tricks in the trade. Give your employees choices to keep them motivated. As another New Work tool, I recommend job sharing. In job sharing, several employees manage the same position. This has little in common with the classic definition of part-time. In job sharing, a position is not split and is carried out independently by two people. They work closely together, share responsibilities for the position, and flexibly divide tasks among themselves. Quick reminder: Social life as the basis for New Work strategies. Job sharing provides you with a perfect opportunity. #5: New Office Concepts Now let's get back to your planned smoothie bar. Create meeting places and creative spaces for your employees and let them go... for example, into the city. Who decides that ideas are forged in the office and not in the café around the corner? One person might work more effectively in a cozy bean bag in the lobby, while another prefers a separate office with a standing desk. Get creative! Create office spaces of the future.
Have Courage!
New Work is not witchcraft and certainly not subject to any rules. Experiment and consult your employees. Break free from rigid structures and sharp hierarchies. Meaning, Security, Social life, and Self-development. How you practically implement these four cornerstones is up to you. You can't go wrong as long as you build on this foundation.
