The last thing a team wants is to be constantly micromanaged by their boss. However, employees need to be held accountable in order to ensure efficient management. While it is important for tasks to be done correctly and within the norm, it is also necessary for employees to have a long-term vision supported by creativity and innovation.
The first step to finding this balance is to be able to define the difference between micromanagement and accountability. Micromanagement involves hovering over processes and taking control over the work people report. On the other hand, accountability is synonymous to expectations and willingness to take responsibility for one’s actions. Setting expectations for employees creates a clear concept of what needs to be accomplished. Once expectations have been decided, a way to then regulate progress is by keeping key performance indicators that can easily help team members measure how close they are to results.
Holding on to mediocrity is an instant team killer, for it allows workers to feel little motivation to perform well. Letting employees become aware of the leader’s intentions can foster trust by showing belief that they are capable of creating outcomes shared in a vision that can only become a reality with their efforts.
Source: DebraKasowski.com, PetraCoach.com
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