Stop Micromanaging - Deepstash

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These leadership strategies can help you build a stress-free team

Stop Micromanaging

Some leaders get too deep in the details around how the actual work gets implemented, but implementation belongs to the employee.

Provide accessible and regular oversight for the work to be produced—but don’t micromanage our produce it yourself.

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These leadership strategies can help you build a stress-free team

These leadership strategies can help you build a stress-free team

https://www.monster.com/career-advice/article/help-your-team-be-less-stressed-0418

monster.com

6

Key Ideas

Be a Source Of Knowledge

A boss who’s focused on improving their managerial skills is the kind that workers will respect—and want to emulate. Stay abreast of management trends so you can continue to bring out the best in your team.

Work Together On Deadlines

Some managers accept or create unreasonable expectations on performance without checking in with their workers, thus causing stress.

A good manager should talk to their employees and ensure expectations are well thought out and feasible before being defined.

Keep Culture In Mind When Hiring

Cultural fit is a big component of happiness and should factor into all hiring decisions. A bad fit may bring down the whole group.

Even with tight deadlines and high demands, many workers have reported being happy with their jobs if they jive well with their coworkers. Cohesive teams tend to take challenges in stride and win together.

Give Frequent Feedback

Not receiving enough feedback stresses employees out. They don’t want to be micromanaged, but they definitely want and crave constructive criticism, and they want general feedback on their performance on a consistent level.

Let employees know if they’re doing what you expect, as regularly as you can. Even if you’re just offering quarterly feedback, it will help your workers feel confident that they’re headed in the right direction.

Communicate More Effectively

Employees see decisions made without knowing the whole story, so they tend to make up a story in their mind, and often it’s not a good story. Prevent that by keeping employees in the loop as much as possible.

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Hire the right people

Design your hiring process with remote candidates in mind. Look for 3 main things:

  • A strong skill set relevant to their jobs: you need to feel confident that they can ...
Put extra effort into onboarding

Remote workers won’t have the opportunity to be involved in spontaneous conversations or team lunches, but there are other things you can do to help them settle:

  • provide info with new job critical stuff: team member introductions (personal bios, photos, advice for new employees), HR training links, task checklists, long-term goals, and more.
  • assign mentors to new hires, who schedule regular video check-ins, make themselves available on Slack and make new employees feel welcome.
Default working setups

Remote workers need a dedicated, quiet space to do their work, so it’s important to set some guidelines:

  • encourage workers to join coworking spaces;
  • encourage workers to set a dedicated insolated space at home for work, with suitable furniture;
  • fast reliable internet access;

They can still work from a coffee shop every once in a while, but they need a good default setup. 

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Workplace Recognition

Employees that feel they have a positive personal rapport with their management are more likely to be engaged and feel more appreciated when they or their work gets noticed.

Encourage Employees To Move Their Bodies

To reduce stress in the workplace and increase focus and clarity, encourage your team members to do some physical activity. Physical activity such as yoga and running is also a good way for staff to learn how to pace themselves at work.

You can also set some reminders every two hours for your team members to stand up, stretch and rest their eyes by looking out of the window.

Offer a Flexible Work Environment

Allow your team members flexibility by not monitoring them often, if their work is completed by specific deadlines. Remember that salary is not everything.

Letting go of rigid work schedules or allowing them to work from home when possible goes a long way to reduce stress in the workplace.

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An Overwhelmed Team
An Overwhelmed Team

While a manager expects and assumes the team to be top-notch in their work, completing projects like there is no tomorrow, the reality of workers is quite different. More than half of the workforce...

Signs Of An Overwhelmed Team
  1. Dip in energy levels: It happens when the team is not enthusiastic and is only taking reactive actions and going through the motion, exposing the mental pressure they are in.
  2. Work quality is taking a dip: It happens if you see incomplete or sloppy work, along with decreased productivity.
  3. Frayed emotions: If workers are terse and curt with their colleagues in their personal interaction and written correspondence.
  4. Other unexpected irregularities: There may be some that move inside their mental ‘cave’ and others who become overtly extrovert.
Replan And Rebalance

If there are signs of team overwhelm, the manager needs to first see if the work can be shared with others, or if any deadline can be extended, providing some relief to the workers. A replanning of upcoming projects to lessen the intensity of upcoming work can also be worked on.

In many cases it is just a matter of giving the workers a day off to recoup.

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