Personal employee growth is essential for business growth. By helping your employees to develop within your company ecosystem is a fantastic way of expanding your talent resources internally.
However, what could be stopping this from happening?
It’s simple. When it comes to employee success, trust is one of the key deciding factors.
Micromanaging is unnecessary
While micro-managing has its place, the phrase is widely associated with negative connotations. If you are being micro-managed, it can often feel as though you work is unvalued, undermined and that what you are achieving isn’t valued.
It can also place doubt within the employees mind that they are doing their job correctly. Whereas micro-managing if often due to the manager needing to be in control.
Mirco-managing has often been used as a resolution for a problem. From overly frequent, unnecessary meetings, to too many progress reports requirements, when employees are subjected to these practices, they can often feel as if they are a naughty child at school.
So how can you move away from micro-managing?
Ownership
Allowing employees to take ownership of projects can help to restore the trust. By taking on a supporting role with these projects, and giving them space to lead, employees feel trusted to carry out their best work. That how success a project is delivered is a direct reflection of their quality of work.
Flexibility
Post pandemic, many workers are value the ability to work flexibility.
Whilst the idea of quiet quitting has been thrown around, with individuals taking advantage of hybrid working, for most this isn’t the case.
We have learnt that working from home has removed the distractions an office situation can bring. If a colleague wants to talk to you, but you’re in the middle of the task you can return to their notification at a time that suits.
Though many of us work the typical 9-5 hours, many of us have adopted better ways of working, which means we can carry out the work faster than before, essentially boosting our productivity.
Though we understand contact hours are important, some employees might not need the full 8 hours to complete their day or would find personal value in changing the hours worked. One idea is for employees to structure their day around task completion, rather than time spent in front of the computer screen.
From starting earlier or logging later and banking time can really maximise your employees work value. Why? Because their personal life isn’t being impacted.
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