Some companies are still known for micromanaging their employees to a point where those employees feel as if they’re being annoyingly scrutinized. If you’re in one of those situations, it’s possible this constant presence of your boss is inhibiting you from working at the best of your ability. Nobody wants to have the feeling of being watched like a hawk when trying to concentrate or brainstorm for ideas. Trying to get managers and CEO’s to understand this isn’t always easy, and it can lead to extensive turnover of employees leaving for better horizons.
If you’re also a leader who seems to have a distrust of your employees without watching them every minute, you’re not doing anyone any favors. When people do demanding work, they don’t want to constantly be watched to see if they make mistakes. But if you’re having trouble leaving your employees to work under their own accord, you may need to take some proactive steps to help tear yourself away. Some of the steps have to start from the beginning when hiring your employees.
Hiring Employees You Know Are Trustworthy
Your first step toward letting employees work by themselves is hiring people you know have a good track record. It’s much easier to vet potential employees now through online services. You can even find out if they have a prior criminal record so you won’t get fooled and hire someone that might turn dishonest on you later. When you hire someone with a proven record, you might want to ask their references how well they worked when by themselves. If they always needed supervision to do things right, you may not have found an independent and confident worker that fits your criteria.
You’ll want to find out how accurate their work was if they preferred working by themselves. Chances are good that if they had concentration, their accuracy record was reasonably impressive.
Most of all, hire someone with high intelligence, and preferably a person smarter than you are if you aren’t so proud to admit it.
Giving Clear Objectives in Advance
A company can’t really operate efficiently if employees don’t have a goal with clear directions on how to accomplish it. Sometimes those goals are nothing but brainstorming and coming up with creative ideas without being placed in an interrogation room. Once you convey what the main goals are from the beginning, every one will be able to go off and work in their own environments without distractions. If you’ve hired right, they’ll take notes and confer with you if they still don’t understand what they need to do after a number of days.
It doesn’t hurt to check in once with them, perhaps if you’re on a business trip. Video conferencing can even have them show you what they’ve done so far so you can make suggestions. Otherwise, if you’re in the same building, you have to resist visiting each department and sifting through employee work every single day to make sure you’re getting what you want. After a while, those employees will feel as if they’re under a gun and may burn out in opening their minds to creative ideas.
Making Sure the Work Matters
Whatever roles you give to those employees to work with on their own, it has to be work that means something so they stay inspired. No matter if you’ve finally mastered the ability to let your employees work on their own, they may lose interest in what they’re doing if you don’t let them expand their horizons. Generation Y, particularly, want to be challenged now in the workplace, and you need to accommodate them. Although any age is going to crave tasks that requires them to apply creativity and help solve part of a larger problem.
It’s one reason why letting employees do much of the creative work on different parts of a larger project can help them zone out and apply original ideas. In the larger picture, you’ll be allowing your employees to put a little personalization into each element of a larger project. And if this ever gets out in the media, you’ll set a mark for allowing employees to work on their own, hence making you a popular place to work for new hires down the road.