Word-Of-the-Week #899: Micromanage
October 28, 2021 by Susan Clarke · Comments Off on Word-Of-the-Week #899: Micromanage
Micromanage – to manage or control with excessive attention to minor details.
Does your track record at work demonstrate that you know what you are doing? Do you complete your tasks on time?
Big thanks to Bill Marvin for the next two WOW’s on “4 Signs You’re A Micromanager At Work. There’s a key difference between being attentive and being a controlling, obsessive manager,” by Monica Torres at HuffPost.
“When does managing someone turn into the unwanted and unhelpful monitoring of their performance? There are many reasons a manager may need to take a more hands-on approach to productivity, but micromanagement often stems from the worry that an employee can’t do the job well without the manager’s close supervision.
At worst, micromanagement piles even more work onto high-performing employees, who are stuck having to prove they are doing work on top of actually doing their work.
“No one aspires to be a micromanager. No one aspires to be a bad manager. No one wakes up in the morning and thinks, ‘How can I make my team’s life as difficult as possible?’” said Gorick Ng, a career adviser at Harvard University and the author of “The Unspoken Rules: Secrets to Starting Your Career Off Right.” “However, people become bad managers, or micromanagers, because of uncertainty, which leads to anxiety.”
If you are wondering whether your constant check-ins and requests for status updates have veered into micromanagement, here are signs to consider:
- You check in only because you are anxious.
Micromanagement is sometimes necessary depending on individual employees’ motivational and development levels, said Kimberly B. Cummings, a leadership consultant and author of “Next Move, Best Move: Transitioning Into a Career You’ll Love.“
But check-ins can become unintended micromanagement when you don’t give your employees a chance to prove their competence, even when their track record demonstrates they know what they are doing.
To know the difference between a status check that’s warranted and one that isn’t, Cummings said you should ask yourself questions like, “What is this employee’s track record of success? Have they completed their assignments on time? Do they demonstrate a full understanding of their role, the tasks and the projects? If so, how have they shown that they demonstrate that understanding? … Would this person be able to do my job if prepared appropriately?”
The answers to these questions can help you understand when your need for check-ins is a compulsive, unhelpful way to calm your nerves and when close supervision may be necessary.
″[Micromanagement is] when… the due date is like next week, they’ve never submitted something late and that leader is consistently like, ‘Well, what’s happening with this? What’s happening on slide seven? Did you get to slide 10 yet? Can you tell me what’s on there? Remember to do it this way.’ The employee hasn’t even gotten a chance to work on these things,” Cummings said.
- You assign without clear expectations of when, how or why you want a task done.
Keep in mind that your management style needs to align with the individual needs of your employees, and those can change over the course of a working relationship. Maybe a new employee needs frequent check-ins and supervision to get up to speed but won’t later on. Being clear and upfront about why you are supervising people so closely makes the process better for them.
Cummings shared an example from when she worked at an organization where everything needed to be communicated in a deck. She was transparent with new team members about her plans to closely supervise them on how to do that in order to set them up for success and ensure their ideas were heard.
“I want you to be self-sufficient and do it on your own,” Cummings said she told her team members. “But those first 90 days, all we are doing is fine-tuning how you communicate. We’re checking in frequently before whenever that big meeting is.”
Before you check in with an employee to see how a task is going, ask yourself if you shared why the task was assigned, what they need to do, how they need to do it and when they need to have it done. If those key questions are answered and understood upfront, it can help you avoid the need for anxious micromanaging later, Ng said.
“What will end up happening is a manager will check in on someone and say, ‘Hey, are you done yet?’ ‘Are you done yet?’ ‘Are you done yet?’ And often that’s because we haven’t aligned on the ‘by when?’” he said.
This week’s focus is micromanagement. Do you feel that you are competent in all areas of your job? Have you ever felt that management doesn’t give you enough credit? Is management clear and upfront about their expectations of you?
I LOVE feedback! Join my Facebook community on my FUN-damentals Fan Page.
Word-Of-the-Week #898: Innovation
October 21, 2021 by Susan Clarke · Comments Off on Word-Of-the-Week #898: Innovation
Innovation – introducing something new or different.
Did your company have to pivot and innovate to stay afloat? Were you included in making any new decisions or ways to do things differently?
This is the follow up “10 Workplace Trends To Watch For In 2021,” by Carrie Schochet at Forbes, to last week.
The changes brought about by the pandemic will likely have long-lasting impacts on the job market. While technology and processes shifted, I’ve observed that the differences in mindset have been the most profound changes. Going into 2021, here are some trends that I believe you can expect to see:
- Selective Candidates
Despite unemployment levels being higher, recruitment will still be challenging. Candidates are being selective in their job moves, and companies will need to put their best foot forward to demonstrate that they’re an employer of choice. It is also important to approach with a strong initial offer, as many candidates are hesitant to make a move during the pandemic. Many companies may be operating under the assumption that they have the upper hand amid the pandemic, but that is not entirely true, especially for individuals who are currently employed.
- Additional Cybersecurity
There will be an increased need to mitigate cyber risk. With a great percentage of the workforce accessing systems from home, cyber thieves will continue to exploit weaknesses to steal customer data. Ransomware attacks on companies pose a significant threat. These threats will require companies to invest time and resources into cybersecurity. Ensure that individuals working from home have the proper resources and support from IT to ensure they are protected. Investing in a strong IT function has become more important than ever before. An additional best practice is to limit the number of clouds in which you are storing data. While multi-cloud approaches are convenient for storing data, they can also pose a security risk.
- A Lack Of Talent
Certain job functions and industries will continue to see surging demand and difficulty finding talent. As a company that matches talent with businesses, some of the positions that we’ve observed need to be filled include: registered nurses, nursing assistants and personal care aids in health care; customer service agents with call centers; sales professionals in retail; software developers in technology; and drivers and fulfillment specialists in logistics and transportation.
- Local Operations
Expect to see an added emphasis on local production and operations, as opposed to global. The pandemic has had a drastic impact on supply chains, sourcing and sales for those operating on a global level. The added security that local operations provide will be top of mind for many organizations heading into 2021. Shifting operations to a domestic level can also better contribute to the local economy and help on an environmental level as well.
- More Innovation
Innovation will be at the forefront in 2021. The pandemic forced many businesses to pivot and innovate to stay afloat. Yet, some have experienced newfound success because of the changes that they were forced to make. This should lead to an added emphasis on fostering cultures of creativity and innovation. Businesses should encourage creativity and calculated risks in the year 2021. Consumer preferences continue to evolve as people grapple with the effects of the pandemic. I’ve also seen an added emphasis on the importance of leveraging technology and expect that trend to carry into the new year.
As we anticipate future workplace trends, it becomes clear that 2021 will require the workplace as we know it to adapt and change. The year 2020 accelerated innovation and further brought technology to the forefront. We will see a shift in not only day-to-day processes but a change in mindset as well. At the end of the day, the anticipated workplace trends leave companies and employees better suited to face the challenges that lie ahead
This week is all about innovation. Does your company encourage creativity from the staff? Did you find newfound success because of changes that you were forced to make? Do you feel your workplace did a good job of adapting and changing?
I LOVE feedback! Join my Facebook community on my FUN-damentals Fan Page.
Word-Of-the-Week #897: Flexible
October 14, 2021 by Susan Clarke · Comments Off on Word-Of-the-Week #897: Flexible
Flexible – able to change to cope with variable circumstances.
How would you rate your employer on providing flexible schedules? Do they support mental health and wellness?
The next two WOW’s feature “10 Workplace Trends To Watch For In 2021,” by Carrie Schochet at Forbes, and are a great follow up to last WOW’s.
The changes brought about by the pandemic will likely have long-lasting impacts on the job market. While technology and processes shifted, I’ve observed that the differences in mindset have been the most profound changes. Going into 2021, here are some trends that I believe you can expect to see:
- Safer Work Environments
Workplace safety isn’t just a topic for manufacturing and warehouse environments. Employers need to have policies and procedures in place to make sure their office workers feel safe, too. Cleaning procedures, temperature checks, health surveys and sick time policies all need to be documented and communicated to the people in your company.
- Schedule Flexibility
Flexible work schedules are on the rise, with the need for many employers to accommodate families who have school-aged children learning from home. Prior to the pandemic, flexibility was seen as a perk. Now, it is much more than that. To attract and retain talent, it has become a necessity. Offering this flexibility can benefit companies as well. Providing flexible schedules can result in increased morale and productivity while also reducing stress. Empower your HR leaders to be creative in their approach to flexible scheduling as it can have an impact on strengthening your company brand.
- Virtual Company Culture
Companies need to find a way to maintain their corporate culture in a virtual setting. Make it a priority to dedicate time to developing a plan that ensures you focus on employee engagement. Oftentimes, you can stick to your normal employee engagement practices, but in a virtual setting. Host online meetings, networking or team-building exercises while also welcoming feedback. To attract and retain talented individuals, companies will need to communicate how they have taken care of their employees during this difficult time.
- Mental Health And Wellness Benefits
There is an added focus on health care benefits and wellness initiatives. Employees will continue to directly compare their current benefits to the benefits offered at prospective employers, particularly when it comes to mental health and wellness. These factors will weigh heavily in their decision-making process. So, what steps are you taking for employees outside of the typical benefit coverage? Do you offer flexible schedules, additional time off, or employee check-ins? These can serve as major differentiators in retaining your talented workforce.
- Increased Online Presence
Digital presence is more important now than ever before. Companies should allocate their spending toward innovative technology and digital events versus in-person events.
This week is all about your being flexible. How have you coped with all the changes that have occurred during the pandemic? How well has your employer coped with all the changes? Do you feel that they have taken care of you?
I LOVE feedback! Join my Facebook community on my FUN-damentals Fan Page.
Word-Of-the-Week #896: Professionalism
October 7, 2021 by Susan Clarke · Comments Off on Word-Of-the-Week #896: Professionalism
Professionalism – demonstrating a high degree of knowledge or skill.
Have you learned every aspect of your job? Are you performing to the best of your abilities? Do you inspire others with your work ethics?
These are the last 3 Values of Penny Loretto’s article, “The Top 10 Work Values Employers Look For.”
- Strong Self – Confidence
Self-confidence has been recognized as the key ingredient between someone who is successful and someone who is not. A self – confident person is someone who inspires others. A self-confident person is not afraid to ask questions on topics where they feel they need more knowledge. They feel little need to have to impress others with what they know since they feel comfortable with themselves and don’t feel they need to know everything.
The self-confident person does what he/she feels is right and is willing to take risks. Self- confident people can also admit their mistakes. They recognize their strengths as well as their weaknesses and are willing to work on the latter. Self-confident people have faith in themselves and their abilities which is manifested in their positive attitude and outlook on life.
- Professionalism
Employers value employees who exhibit professional behavior at all times. Professional behavior includes learning every aspect of a job and doing it to the best of one’s ability. Professionals look, speak, and dress accordingly to maintain an image of someone who takes pride in their behavior and appearance. Professionals complete projects as soon as possible and avoid letting uncompleted projects pile up. Professionals complete high quality work and are detail oriented. Professional behavior includes all of the behavior above in addition to providing a positive role model for others. Professionals are enthusiastic about their work and optimistic about the organization and its future. To become a professional you must feel like a professional and following these tips is a great start to getting to where you want to go.
- Loyalty
Employers value employees they can trust and who exhibit their loyalty to the company. Loyalty in the workforce has taken on a new meaning. Gone are the days when employees plan on starting out and retiring with the same company. It is said that most people will hold between 8 – 12 jobs throughout their career. What does this mean in terms of loyalty in today’s workforce?
Companies offering employee growth and opportunity will ultimately gain a sense of loyalty from their employees. Employees today want to feel a sense of satisfaction in their jobs and will do a good job when they feel that the employer is fair and wants to see them succeed. Although this may mean only staying for five or ten years in a position, employees can offer loyalty and make an important contribution during their time with the company.
More companies today encourage employee feedback and offer employees an opportunity to lead in their area of expertise. This gives employees a greater sense of satisfaction and a sense of control over their job. Empowerment encourages employees to do their best work since companies are displaying a trust and expectation that they believe in their employees to do a good job.
Offering jobs that encourage learning and the development of new skills also gives employees a sense of empowerment in the workplace. Aligning an employees values with the goals of the organization will foster loyalty and a bond between employer and employee. Fostering good relationships within an organization and offering constructive ways to handle conflict provides a win – win situation for both employer and employee. Creating an organization that values loyalty within the organization can also work to its benefit by using the same techniques and strategies to establish loyalty with customers; and loyalty from customers ultimately makes for a successful business.
This week is all about your level of professionalism. Are you proud of your behavior and appearance? Are you confident in your abilities and skill level? Do you have a sense of satisfaction and control over your job?
I LOVE feedback! Join my Facebook community on my FUN-damentals Fan Page.