Unleashing Potential: The Pitfalls of Micromanagement and the Power of Empowerment

Micromanagement is a widely recognized management style that can have detrimental effects on both productivity and employee well-being. It is important for leaders to understand the negative repercussions of this approach and explore alternative strategies to foster a more empowering work environment. By recognizing the drawbacks of micromanagement and adopting empowering strategies, managers can create a culture that nurtures growth, collaboration, and success.

How to Tell if You Are a Micromanager

Identifying whether you exhibit micromanagement tendencies is crucial for personal growth as a leader. Here are some signs that indicate you might be a micromanager:

• Control and Perfectionism: Do you find it challenging to delegate tasks because you believe no one can do them as well as you? Are you constantly seeking perfection in every aspect of the work? These traits often indicate a tendency to micromanage.
• Lack of Trust: Do you frequently feel the need to monitor every step of the process? Are you reluctant to give autonomy and decision-making authority to your team members? If trust is lacking in your interactions with employees, it may indicate a micromanagement approach.
• Ineffective Time Management: Do you spend excessive time checking on the progress of tasks or requesting frequent updates? Are you unable to let go of smaller details and focus on strategic aspects of your role? These behaviors can signal micromanagement tendencies.
• Lack of Employee Empowerment: Do your team members hesitate to take initiative or make decisions without seeking your approval? Are they overly reliant on your guidance for even minor tasks? If employees feel disempowered and dependent on your constant input, it may be a sign of micromanagement.
• Low Employee Morale and Engagement: Are your team members disengaged or showing signs of frustration? Do you notice a lack of enthusiasm or creativity among your employees? These indicators may suggest that your micromanagement style is negatively impacting employee morale.

By reflecting on these behaviors and being open to feedback from your team, you can identify and address micromanagement tendencies. Building self-awareness is the first step toward embracing a more empowering leadership style that fosters collaboration, growth, and success.

Impact on Productivity

Micromanagement can have a significant impact on productivity within an organization. When employees feel excessively controlled and closely monitored, their motivation and creativity suffer. Instead of being empowered to make decisions and take ownership of their work, they become disengaged and lose the drive to excel. This lack of trust and autonomy hampers their ability to contribute fully to the organization’s success.

Moreover, micromanagement leads to the inefficient use of time and resources. Managers who engage in micromanaging behaviors spend excessive amounts of time reviewing and scrutinizing every task, slowing down decision-making processes and hindering progress. By focusing on minor details and constant monitoring, both the manager and employees are distracted from more strategic goals and tasks that could drive growth and success.

Erosion of Trust and Well-being

One of the most damaging consequences of micromanagement is the erosion of trust between managers and employees. When managers exhibit a lack of faith in their employees’ capabilities by closely monitoring their every move, it sends a clear message that they are not trusted to do their job effectively. This lack of trust negatively impacts employee morale and job satisfaction, leading to decreased well-being and increased stress levels. Employees may feel undervalued, restricted, and disengaged from their work.

Additionally, micromanagement contributes to a culture of fear and anxiety within the workplace. Employees are constantly on edge, fearing criticism or reprimand for not meeting the manager’s expectations. This constant pressure and scrutiny can lead to burnout, decreased job satisfaction, and even higher turnover rates. When employees feel micromanaged, they are less likely to take risks, be innovative, or contribute their best efforts.

Benefits of Embracing Empowerment

In contrast, embracing an empowerment approach can have numerous benefits for both employees and the organization as a whole. By trusting employees and granting them autonomy, managers foster a sense of ownership and accountability. Empowered employees are more motivated, engaged, and willing to go the extra mile. This leadership style encourages open communication, collaboration, and personal growth, resulting in increased productivity, job satisfaction, and overall organizational success.

When employees feel empowered, they become active participants in the decision-making process. They take ownership of their work and are motivated to achieve results. By giving employees the freedom to make decisions and take calculated risks, managers can tap into their full potential and unlock creativity and innovation. Empowered employees are more likely to contribute new ideas, problem-solve effectively, and proactively seek opportunities for growth and improvement.

Strategies to Overcome Micromanagement

Clearly Define Expectations

Establish clear expectations and communicate them effectively to employees. Providing a framework for autonomy within defined parameters allows employees to take ownership of their work while aligning with organizational goals. Clearly outlining the desired outcomes and performance metrics helps employees understand what is expected of them.

Delegate with Trust

Delegate tasks based on employees’ skills and capabilities. Offer guidance and support, but avoid excessive monitoring. Trust employees to complete their work and provide assistance when necessary. This approach allows employees to develop their skills, gain confidence, and take ownership of their tasks.

Foster Open Communication

Create an environment that encourages open communication. Actively listen to employees, value their input, and provide constructive feedback. Regularly check in with employees to understand their progress, challenges, and ideas. Involving employees in decision-making processes when appropriate helps build trust, fosters collaboration, and promotes a sense of ownership.

Support Employee Growth and Development

Invest in employee development through training programs, mentorship, and opportunities for advancement. Provide resources to enhance their skills and encourage continuous learning. Offer regular feedback and recognition to acknowledge employees’ achievements and contributions. Supporting their professional growth empowers employees and shows a commitment to their success.

Lead by Example

As a manager, it is crucial to lead by example and demonstrate trust, transparency, and respect. Avoid micromanaging behaviors and instead, provide guidance and support. Encourage autonomy, creativity, and independent thinking. Set realistic expectations and give employees the freedom to find their own solutions.

Create a Culture of Trust

Build a culture of trust by fostering open communication, encouraging collaboration, and valuing diverse perspectives. Establish a supportive and inclusive work environment where employees feel safe to take risks, voice their ideas, and contribute to decision-making processes. Trust is the foundation for empowerment and can significantly enhance employee engagement and job satisfaction.

By implementing these strategies and embracing an empowering leadership style, managers can overcome micromanagement tendencies and create a positive work environment that fosters employee growth, productivity, and satisfaction.

Blurred Boundaries: Understanding Generational Identification Based on Personal Experience

The concept of generational classification has long been used to understand and analyze societal trends, cultural shifts, and the shared experiences of different age groups. However, the traditional approach of categorizing individuals into specific generations based solely on their year of birth has its limitations. Personal experiences, technological advancements, and individual perspectives play a significant role in shaping one’s generational identification. This article explores the idea of generational identification based on personal experience and how it can blur the boundaries between generations.

The Traditional Approach to Generational Classification

The traditional method of categorizing generations relies on fixed date ranges based on birth years. This approach provides a broad understanding of the collective experiences and characteristics of each generation. However, it fails to account for the diversity of experiences and the impact of personal memories and historical events that can shape individual identification.

Generational Identification Through Personal Experience

Generational identification based solely on birth year can often overlook the nuances of personal experiences and cultural influences that shape an individual’s perspective. For example, take a child born in 1964, classified as a baby boomer by traditional generational boundaries. However, this individual’s formative years and upbringing were primarily influenced by the mid to late 70’s and early 80’s. Their experiences, values, and cultural touchpoints align more closely with those who came of age during that era rather than those born in 1946, despite being labeled as part of the same baby boomer generation. This highlights the limitations of generational labels when it comes to capturing the diverse range of experiences and influences that shape an individual’s worldview.

Technological Advancements and Shifting Perspectives

Technological advancements have been instrumental in shaping generational identification. Individuals who grew up in an era marked by the widespread use of smartphones and social media platforms, such as those born in the late 1990s and early 2000s, often find their experiences closely tied to the millennial and Gen Z generations. Their familiarity with smartphones, constant connectivity, and the rise of social media has profoundly influenced their worldview and communication styles. Despite being classified within a specific generational cohort based on their birth year, their immersion in digital technologies sets them apart from earlier generations and strengthens their identification with the digital age. This example illustrates how personal experiences and technological developments can bridge generational gaps and contribute to a more nuanced understanding of generational identity.

Work-Life Balance and Values

Generational identification can be influenced by shared values and societal shifts, such as the importance placed on work-life balance. For example, Generation X is known for valuing work-life balance and rejecting traditional corporate structures. However, it’s important to note that the desire for work-life balance is not limited to Generation X. Younger generations, like Millennials and Gen Z, also prioritize work-life balance and meaningful integration of their personal and professional lives. As a result, individuals who share these values may identify with Generation X, irrespective of their birth year.

Overlapping Generational Traits

It is essential to recognize that individuals can exhibit traits and characteristics from multiple generations, leading to a blending of generational influences. This blending occurs as a result of diverse experiences and the evolving nature of society.

As societal and technological changes continue to shape our world, the idea of multigenerational identification has emerged. This concept acknowledges that individuals may resonate with different generational traits, creating hybrid generational identities. For example, terms like “Millennium X” or “Xennial” have been coined to describe those who straddle the line between Generation X and the Millennial generation.

Embracing Personal Generational Identification

Expanding on the idea of embracing personal generational identification, it is important to encourage individuals to reflect on their own experiences and select the years or age that truly resonate with their formative moments. Rather than solely relying on birth year or external categorizations, this approach empowers individuals to define their generational identity based on the personal memories and influences that shaped them.

One way to approach this is by considering the first significant memory that had a lasting impact on one’s life. This could be a historical event, a cultural phenomenon, a technological breakthrough, or any other moment that stands out as a defining experience. By pinpointing this memory and identifying the year or age at which it occurred, individuals can anchor their generational identification to a specific period that holds personal significance.

For example, someone born in 1965 may traditionally be classified as a Baby Boomer. However, if their most significant memory is the rise of the personal computer in the late 1970s, they may feel a stronger connection to the values and cultural shifts associated with Generation X. By embracing this personal generational identification, individuals can gain a deeper understanding of their own values, beliefs, and cultural influences.

This approach acknowledges that generational identification is a complex and multifaceted concept that goes beyond arbitrary date ranges. It recognizes that individuals are shaped by their unique experiences and that those experiences can span multiple generations. By embracing personal generational identification, individuals can take ownership of their generational narrative and engage in meaningful discussions that transcend traditional generational boundaries.

Furthermore, this perspective fosters a more inclusive and nuanced understanding of generational dynamics. It recognizes that generational differences are not solely based on birth years but also on individual experiences and influences. By embracing personal generational identification, individuals can contribute to a broader conversation about generational diversity and the complexity of cultural shifts over time.

Does your Disaster Plan include your Cloud Provider shutting you down?

Many businesses rely on cloud services to keep their data secure and provide the technology infrastructure that keeps their business running from day to day. What would you do if your cloud provider simply shut you down, permanently?

This is the problem Parler is facing first hand, following the suspension of services by the AWS cloud hosting service provider. Amazon AWS announced that it would no longer be providing services to Parler for allegedly violating its terms of service. The news came shortly after what AWS considered a hate-filled rant posted on the Parler network about a video by Mitchell Obama criticizing Donald Trump’s leadership when he was president. Parler, a popular social media platform frequented by conservatives, had recently begun garnering a huge following, which AWS has been shut down without warning and is now on the verge of disappearing, even though Parler is protected from liability of user generated posting under section 230, in the same way Facebook and Twitter are protected.  

With a market dominated by only a few providers such as Amazon AWS, Google Cloud, Microsoft Azure or Oracle Cloud, if your provider shuts you down and the other providers refuse to take you on as a client, what are you to do?

The Amazon AWS shutdown of Parler has only amplified the fear and ambiguity surrounding cloud outage and downtime. As the industry tries to assess the aftermath of such cloud outages and the impacts they have on users, we are impelled to think that if such powerful providers can shut down a business at a moment’s notice based on what one of that businesses clients did, they could do this to any site hosted on their system.

As for the Amazon AWS and Parler issues, this is for the courts to decide. This article is only using this as an example, as to what could happen if cloud providers are permitted to shut your business down based on a violate of their terms and conditions.

Realistically, there may be a very small probability that your services would be shut down in such a manner, but it is something that we should all consider. Especially if you are using a smaller third-party cloud provider, unaware that they are subcontracting hosting services from AWS or one of the other primary providers. You may think you are on some private companies cloud service when in fact you are hosted as a group amoung other clients on an AWS or other providers servers and are subject to their terms and conditions. So, what happens if your small cloud provider has a client that violates the AWS policies and your cloud provider is shutdown, with you along for the ride?

One common mistake that customers who subscribe to cloud hosting services make is to assume that aspects like data protection, privacy, and compliance are their service providers’ responsibilities. However, Service Level Agreement (SLA) guidelines put most of the responsibility on the customers’ shoulders in times of crisis. A cloud outage can range from a few seconds or minutes, to hours if not days. During this period, all or some of the cloud infrastructure services may be unavailable for client use.

Just because you run your services are on the cloud, doesn’t mean you won’t experience an outage. In March of 2018 Amazon Web Services experienced an outage that affected IT solutions providers Atlassian, Slack and Twilio and also affected its own voice assistant, Alexa for several hours. On January 24, 2019 Microsoft Office 365 became unavailable, affecting 1.2 billion users and just under a week later they had a second outage. In March 2019, Googles Gmail service was down for 4.5 hours.

A few minutes of no email services may be uncomfortable for a company but not detrimental. But can your company withstand more than a day of no email services? Maybe. But what about a service outage of days or weeks? Assuming you have a valid contract with your cloud provider and your cloud vendor is in violation of that agreement for whatever reason. It can take days or even months to resolve the issue in court, let alone getting a court ruling. So, what happens to your business during this period? Will you have access to your backups? Are you heavily dependent on the cloud providers API’s and other software?

So how can you minimize the risk of your business being brought to it knees by a cloud outage? You may want to consider hosting on multiple cloud services if your business is time-sensitive. This prevents you from being locked into a single provider. It is also advisable to stay away from custom API’s provided by your cloud vendor. Cloud providers often provide API’s to make it easier to develop your services, but they also serve to lock you into their platform. Consider utilizing open-source technology so that you can run the same software on several cloud platforms, which helps simplify disaster recovery efforts. In some cases, using open-source solutions may require additional cost for development and maintenance, but in the event of a disaster, it will be money well spent.

Another aspect of disaster preparation is backups. While your cloud services provider may back up the data for you, they may not always be obligated to do so. Just as you would backup on premise databases, you should also regularly back up whatever you store in the cloud, such that valuable data is maintained and not lost in the event of a cloud failure. It is important to ensure you back up software and data to a location that is not controlled by the same cloud vendor. This ensures access to your software and data in the event of a cloud provider outage, and prevents the provider from holding your data hostage, pending determination by the courts.

If you absolutely want to have complete control over your environment, then it may be time to do away with cloud services entirely and go back to traditional systems and focus on managing data using in-house servers. After all, on-site premise servers like company websites have been and continue to be used by many organizations and employees to store data and are backed up using tapes and/or hard drives. This way, you have all the control of your data and resources but you can still be affected by unexpected outages and downtime. However, the major concern with storing an organization’s data on-premises is security. A fire or other natural disaster could also take your business offline.

So, should you consider bringing your services back inhouse? Probably not. The cloud offers many advantages to inhouse hosting. Scaled capacity, secure facilities and redundant internet and power connections are key advantages to cloud-based hosting. However, even if you are using cloud providers to host your services, it is best to heed the age-old adage, “Don’t put all your eggs in one basket”. Make sure you perform regular backups of your software and data to a location where you have access, should your cloud provide become inaccessible. Just because you are using a cloud provider does not mean your business is safe from disaster.

About the Author

Jay LaBonte is the award-winning author of the bestselling book, Your Guiding Genius: Building A World Class Team. Jay holds a Master’s Degree in Computer Information Systems and is a Certified Employment Law Specialist. With over thirty years’ experience managing teams of all sizes in various industries, he is no stranger to team leadership and has raised the bar on team building. Mr. LaBonte currently provides IT consulting services through Paradigm Systems, LLC. and is one of the foremost experts on Multivalue database performance tuning and administration. You may contact him by visiting http://www.paradigm-systems.us.

Keep Your Team Flourishing: Coronavirus and the Remote Workforce

We are in the midst of unprecedented upheaval in the workforce. As the coronavirus makes its way across the globe, companies, schools, and small businesses are making hard decisions about how to protect staff and customers while preserving profitability.

But leaders have a choice, and should make the decision to opt out of the panic narrative. It is possible to achieve a smooth transition to an online workforce while maintaining camaraderie, efficiency, and productivity.

This pandemic is serious, but provides an opportunity for businesses to consider their workforce model and make enduring changes. The current threat to public safety will pass, but it is time to consider the best way for your business to weather any disruptions that may come, such as snowstorms, hurricanes, or other unforeseen events. Take this chance to make long standing improvements for the sake of the bottom line and staff morale.

Will Staff Stay on Task?

The biggest objection to a remote workforce is the worry that staff away from the office are not motivated to work. Some business leaders believe that staff members require direct supervision to push them to achieve their potential. Life in the panopticon of an open concept work-space may sound good to an over tasked manager who can’t keep an eye on everyone at the same time, but it can be difficult for the employee who performs best when alone and unobserved.

When staff are hired for a position, the selected candidate should have all the qualities required to achieve the role. If she or he exhibits performance issues, they should be addressed quickly, and the staff member should be coached in ways that improve performance. Managers of today create tomorrow’s leaders, and sharing tools with staff to achieve greatness is what makes for exceptional workplace communities. Remote teams are fantastic places for both new and seasoned staff members to grow and build these skillsets.

The transition to a remote work force should involve comprehensive training for both staff members and managers. Staff may have never operated without face-to-face interaction with a supervisor, whereas supervisors may not yet know the best management strategies for remote oversight. Building a flourishing and competent team that functions well in a remote capacity is key to profitability and staff morale.

Staff stay on task when working with exceptional leadership. A quality leader will:

• Select competent staff
• Motivate staff to perform
• Provide resources for staff to grow and achieve greatness

This is true regardless of whether the staff are working remotely, in the office, or out in the field.

Establishing Trust

Humans are a tribal species. We need to feel that we are a part of something larger than ourselves. Show your staff their value by communicating how their contributions matter.

Set a vision for your team. This is a broad statement about what you are trying to achieve together. Bring your team together to help create this vision, so that as it is manifested, your staff will continue to buy into this uniting force. This can be accomplished through remote tools such as SharePoint.

If the vision you have created together is strong, staff will want to work hard to achieve it, and will motivate themselves towards intermediate goals as a way to be part of the tribe. Constant supervision dis-empowers employees and creates an us verses them dynamic, which is the opposite of a healthy, united team dynamic. Trusted staff know their work contributes to the larger whole, and managers see projects come together as each staff member completes his or her part.

As a leader, you bring employees to the table, get them to buy into the vision, and release them to tackle daily challenges as they come. In doing so, you create a successful remote work scenario.

Setting Clear Expectations

Communication is the tool leaders have to set staff along the correct path. Confusion around expectations leads to a lack of trust, and performance can flag as a result.

Leaders must make expectations clear up front. This includes communicating expected deadlines, appropriate delegation of tasks, and opening the door to follow up questions. Communicate changes as soon as you are aware of them; your staff will thank you.

Employees need the ability to ask managers questions freely as they go about their work. Making ourselves available in a remote situation means connecting not just through email but via an online messenger such as Skype, Slack, Microsoft Teams, or another platform. Embrace technological solutions where possible.

Connecting all staff together via periodic video conferences allows staff to learn new developments as a group. These meetings are essential for maintaining camaraderie, setting clear expectations, and helping the remote workforce see themselves a part of the larger whole.

Increased Profits?

There are myriad financial benefits to a remote workforce.

Consider the increase in productivity gained when workers are able to set aside office distractions and focus intently on problem solving. Trusted employees may even work during whichever hours they find their best ideas and employers benefit when brainstormers bring these ideas to the team.

Think about the savings gained by moving away from a traditional brick-and-mortar facility– from the need to maintain heat and electricity, to the costs of a physical office space. In a remote work environment, elevator malfunctions and leaky roofs are a thing of the past.

Remote Work is the Future

The coronavirus pandemic has disrupted the workforce, but remote work can ensure businesses still flourish.

Whatever our feelings about remote work, the spread of this virus has taught us that there are some things we cannot control. Staff members need to work, and we need them to be productive towards a common vision. Remote work is the solution.

Make sure clear expectations are set, communication tools are engaged, and managers and staff are trained on remote workplace protocols. Staff can flourish in a remote environment, knowing they are trusted to perform. Managers can rest easy knowing that performance issues will be addressed as needed, and that profitability will increase as productivity goes up.

Coronavirus is serious. We are witnessing a historic change in our workforce models. Coronavirus is temporary, but it’s a chance to take a look at our practices and think about how to be adaptable to whatever the future brings. Let’s take on this challenge and manage our remote workforce with confidence in our shared vision.

 

Leave Politics at Home

Politics has never been more polarizing than it is today. People often push their agenda without concern for the business environment. It is especially important that contractors or entrepreneurs remember that they cannot afford to offend anyone who could be potential clients. An impassioned political rant on Facebook could be the cause of losing a contract when the heat of politics burns down chances for a good job.

Politics can sabotage a search for entrepreneurial seed money or private contractor gigs. Prospective employers have absolute control in exercising their hiring options. Entrepreneurs and contractors don’t have the protections of union workers and public employees.

Of course, everyone is entitled to private political views. The voting booth is the ultimate expression of free speech and no one else’s business. However, an angry, snarky note on Twitter or just republishing someone else’s political rant makes those views part of the public domain. It also speaks volumes about the judgment and temperament of the person who publishes those views.

We Americans value free speech, but free speech can come with a steep cost. A comedian who held up a fake severed head of a U.S. president endured a stressful, embarrassing interview with the Secret Service, but was not prosecuted. However, public disapproval, canceled engagements, and a lot of bad press damaged that comic’s career.

So, the best advice is this: keep your political views to yourself and miles away from social media.

But there is a more universal and commonsense reason for keeping your political views private: Even if your beliefs are at the core of who you are, express them in mixed company or among strangers and you are guaranteed to get a negative reaction from about half of your listeners. That is because our society is deeply divided. That division isn’t 50-50, it’s more like 35-30-35. The middle 30 are the independents who straddle the fence between the left and the right.

If express an opinion on law enforcement, for example, no matter what your views, you would get something like the following reaction: The left-leaning 35% would point to charges of police brutality and alleged bias against minorities in our legal system. The independents in the middle would urge holding that judgment until all the facts were in. The right would claim that law and order is the most important consideration.

So, if political expression invariably results in negative feedback, why post controversial opinions on networking sites like LinkedIn and Facebook?

Networking is about finding common ground and displaying your professional qualifications and experience. Prospective employers frequently check applicants’ social media accounts. A job applicant who shares a Facebook photo while attending a political rally, writes politically charged blogs, or retweets rants is likely to have the application deleted or shredded.

The real value of social media is the heft and credibility it adds to your qualifications and experience. Employers who check social media want to see if your résumé matches up with your social profile. They look for quality of expression and communication skills. Your social media presence must display your technical and professional interests and expertise.

Employers are also looking to get a flavor of your personality and judge how well you fit into the organization’s culture. That culture is the system of shared assumptions, beliefs and values. It governs how people behave. Private contractors are expected to fit in and perform their work accordingly.

Employers also look for obvious red flags. Criticize a former client, or post a photo displaying alcohol or drug use, and you have raised two red flags. Also, remember that humor to one person can be deeply offensive to others.

Part of the problem is that social media relies on written expression without the help of other subtle face-to-face cues people rely on to get their meaning across. It can lead to deep misunderstanding, controversy and resentment. We’ve all seen those unproductive and circular “Twitter wars” that do more to add heat than light to any issue.

Your takeaway is this: your social media profile has to be a good match with your application and résumé. Consistency is the key. If you’re a “political animal” and believe it is who you are, you need to understand that expressing those views openly could narrow your pool of job prospects.

On the other hand, you might not want to work for an organization that’s not a good fit for your temperament and deeply held beliefs. If you want to tailor your social media presence one way or the other, it’s best to make sure that your opinions are based on sound reasoning and thoughtful introspection.