Nearly everyone has been micromanaged at some point in their careers—and no one ever loves it. No one ever lists micromanagement as one of the top skills of great leaders. More than a bad habit for individual leaders, micromanagement can create several big problems within an organization, including some that might not readily be associated with it. To determine whether they’re doing too much micromanaging, leaders should ask themselves the following questions.
Whether it’s positive or negative, receiving feedback is one of the best ways for people to know if they’re doing something right or wrong. Feedback plays a key role in a healthy workplace culture, where it fosters the growth of individuals, teams, and the organization and where employee voices are valued. Unfortunately, many businesses lack guidelines about when or how their employees receive this information.
A team at its best is unstoppable in how it responds to daily challenges (and even crises) in large part because each member of that team has the potential to lead from wherever they are, regardless of their title or position. Capable of achieving great things, a balanced team of leaders has several distinguishing characteristics.
A business is only as strong as its employees. When they grow dissatisfied and aren't delivering their best work (or are leaving to join other companies), the organization starts to falter and will soon find itself running on borrowed time. By leveraging effective rewards and compensation packages, businesses can keep their employees happy and engaged.
As a general rule, it always pays for organizations to get ahead of certain issues and be connected, empathetic, and transparent when communicating with employees about them. To maintain strong employee relationships and avoid getting caught off guard, companies should consider preparing a communication plan to address inflation. When a company lets its employees know that it’s aware of and sympathetic to their struggles, employees are more likely to feel heard and valued—and less likely to take any drastic, stress-induced actions. There are several ways that organizations can demonstrate their care and support for their employees.
