|
|
|
Customer Relationship Management - A Brief Look At What It Is
Small business/large business management and success is largely
dependent upon customer acquisition, customer relationship
enhancements, and customer retention, otherwise known as
Customer Relationship Management, or CRM.
CRM is a...
Debt Management
Debt management. To be sure, the phrase has been in use for some time now and the Federal Trade Commission reports that there is a fast growing area of complaint involving the so-called Credit Management or Debt Management industry. But what is...
Effective Time and Records Management Means Maximized Profitability
Of all the concerns in today's fast-paced business world, time- management has to be among the most crucial. The smallest error in our records can throw off the timing of your entire day, or worse yet, lose us an important possible sale. As...
Internet Time Management
The Internet is taking over man's normal way of living, so
therefore when we consider time management, we must also
consider the World Wide Web. It used to be to manage time; we
had to consider family, friends, work, and ourselves. Now we
have...
Ten Tips to Make Listening Your Powerhouse Management Tool*
Listening to your people. As in life, many things that work best
in business are the simplest things. In this easy to use
toolkit, the benefits of listening and the key tips of how to do
it best will help you manage to success...
Every...
|
|
| |
|
|
|
|
|
|
"Micro-management: Necessary evil or just plain evil?"
Micro-management. It’s a fact of management life. What I want to know is why so many people hate to be micro-managed yet so many managers continue to do it?
Is it a trust issue? Do micro-managers think that for something to be done right, it must be done themselves? Is it because it takes longer to train employees to do something than it is to do it yourself? Just what makes the big MM a necessary evil?
Or is it? Could it be that micro-management isn’t a necessary evil at all? Could it be that it’s just plain evil? I say “YES!” And I think most of you would agree with me.
Let’s take an honest look at this thing. We all hate being micromanaged, right? And why do we hate it? Because it makes us feel like we aren’t trusted or respected or thought highly of by our own managers. And these yucky feelings don’t do much for our employee morale do they?
So why in the world would we knowingly do this to our own employees? Aha – maybe that’s it!! Maybe there are legions of Micro-managers out there who don’t even know that they are micro-managing! WOW!! Could this be a historic discovery? Probably not, but it’s worth considering anyway.
First of all, can we all just agree that Mm-ing our employees just plain stinks and we won’t do it anymore? Great! But now that we’ve agreed that we won’t do it, it’s up to us to take a long honest look at ourselves to determine areas in which we might just be Mming and not even really realizing it!
So, in the tradition of Jeff Foxworthy…
You might be a Micro-manager if:
1. You spend a measurable amount of time handholding employees.
Ask yourself: Why do I do this? Are they not capable? Is there training to be given which would improve their skills thereby freeing up my hand-holding?
2. You spend a measurable amount of time overseeing particular projects.
Ask yourself: Which projects do I spend the most time checking in on? Am I micro-managing
Associated Websites
the employees working on these projects? Have I given them a chance to prove their capabilities?
3. You spend time telling people exactly what to do and how.
Ask yourself: Is this kind of instruction really necessary? Is there a way to give less instruction and allow employees to find solutions to issues themselves?
4. You find yourself irritated when other make decisions without consulting you.
Ask yourself: What is wrong with me? Am I on a power-trip? Or am I simply trying to make sure things are running smoothly? How can I work on letting go of the reigns to allow others some autonomy?
You know, guys, sometimes you need to let go of things and allow people to find their own way. Yes, mistakes might be made. But wonderful discoveries for new and better ways might be made as well.
Sure it takes time in the short term to train the employees on how things need to be done, but it is so worth the time commitment. You and your employees will benefit in many ways. You’ll end up with more time in your day to devote to more important matters, and your employees will be able to breathe easy knowing that you aren’t going to be hovering and MM-ing them to death!! Not to mention the improvement in morale from the employees feeling good about the fact that you actually believe in them!
Another workplace win-win. This is what the Wiz lives for!!
Now go out there and be a STAR!
Molly Luffy, MBA, owner of Work Ethic Wizard, dedicated to helping managers regain their sanity and employees survive and thrive in today’s corporation.
Author of “Super-Charge Your Promotion Quotient: 225 Success Strategies for the New Professional.” www.workethicwizard.com/default.cfm molly@workethicwizard.com
About the Author
Author of “Super-Charge Your Promotion Quotient: 225 Success Strategies for the New Professional.” www.workethicwizard.com/default.cfm molly@workethicwizard.com
|
|
|
|
|
|