A manager’s primary purpose is to encourage productivity, efficiency and progress in the office.
This position doesn’t only require the work to get done, but also to create and inspire staff to create processes and ways to generate creativity and innovation.
While all leaders want this to occur, some inadvertently stop the progress and reverse it completely with steps they take.
Read this article to learn what not to do in your role as an employer:
Micromanaging, or overseeing every detail that an employee does or decides on at work, is appropriate in certain situations.
If a new employee has joined the team, the manager needs to closely monitor them at first to make sure they know what to do.
If a change has been implemented, or a new project created, the leader can be more involved in the initial stages to make sure that no one has questions.
If a staff member has been failing in their role, the employer can step in to work with that person closely to help them improve.
However, those are the only situations where micromanaging can help progress, in other scenarios, it will hinder it.
The employees are experts in their own field; they know what their tasks entail, and know how to best go about accomplishing them.
They must have the freedom to think for themselves, which is what leads to ideas about how to innovate processes to make them faster or more efficient.
When a person is simply working under another’s command, they will not feel as if they are able to make suggestions, and progress will never transpire.
Not Show The Big Picture
Politicians and activists are inspired every day to make a difference in their community, while teachers are motivated to reach young minds.
However, the rest of the workforce, especially those that do the same thing over and over daily, like work in assembly lines, can become bored, discouraged and apathetic quickly.
This is where a good manager has to step in, and show the bigger picture of the situation.
Explain to the staff how their work matters in the bigger scheme of things.
Perhaps they are making parts for toys that will entertain and teach children, or are cooking food, a portion of which will be donated to those in need.
Employees need to be reminded that their work matters, not doing so only causes people to get stuck in their roles, and never think about how to improve the status quo.
Head of Training and Development
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Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.