Put your management to this test

The Organized Executive's Priority One

Put your management to this test

Nothing sucks the energy and initiative out of employees faster than a boss who micromanages them. While you may not consider yourself a micromanager, your employees may have a different opinion.

Find out whether you are managing or micromanaging, by deciding whether the following statements are True of False about you:

  1. Employees have the authority to make decisions regarding their work.
  1. I monitor employees as they do their work.
  1. I have changed my mind about how to approach an assignment because of an employee’s input.
  1. I frequently have employees redo work because it is doesn’t meet my standards.
  1. I give employees feedback after each assignment.
  1. I work harder and far more hours than any of my employees.

If you answered True to all the odd-numbered questions and False to the even-numbered ones, you passed. If you didn’t, keep reading to find out how you can be a more effective manager.

  1. When employees must come to you for every decision, that wastes their time and yours. It also sends the message that you don’t trust them. Provide guidelines and set limits for decisions they have the authority to make. Example: “You may spend up to $1,700 on this project. If you think it will require more, outline why and we will discuss it.”
  1. Set checkpoints when someone is doing an assignment for the first time, but don’t hover. When you make an assignment, determine when you will discuss the person’s progress and explain how to reach you for answers to any questions in the interim.
  1. You are an expert in many things, but not everything. Be willing to listen to the experts you have hired. They may have a better way to approach an assignment or problem.
  1. If an employee’s work is way off the mark, take more time upfront to explain the assignment, its purpose and the requirements. If you are requiring minor changes in work, stop fiddling. If the employee misspells a client’s name, that’s a problem. If an employee doesn’t indent paragraphs the same way you would, you’re meddling.
  1. Providing feedback is good management, not micromanagement. Tell employees what they did well and ask for their ideas for what to improve the next time.
  1. If you find yourself unable to delegate assignments, ask whether you need to refine your hiring process or let go of perfectionist tendencies.

Hire great employees and set them free to do great work.

Bud to Boss Training Camp

Enroll your new managers in the highly acclaimed Bud to Boss Training CampThis two-day workshop provides the training that new supervisors need to:

  • Deal with various personality types and work styles.
  • Manage employees’ work.
  • Mediate conflict.
  • Excel at project management.
  • Juggle deadlines.
  • Hire and fire.
  • Handle HR issues.
  • Communicate goals and expectations clearly.
  • And more!

This fall, Bud to Boss will be coming to the following convenient locations:

  • Boston: Sept. 10-11.
  • Tulsa, Okla: Sept. 13-14.
  • Chicago: Sept. 18-19.
  • Philadelphia: Oct. 1-2.
  • Baltimore: Oct. 16-17.
  • Charlotte, N.C.: Nov. 8-9.
  • Austin, Texas: Nov. 12-13.
  • Milwaukee: Nov. 15-16.

Register your new supervisors today!

Click here to receive The Organized Executive’s Piority One  twice each month!

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