Good morning <<First Name>>,
Let's get a coffee, I know I need one and let's get one and set off on another Management on Monday!
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This edition should take you just less than three minutes to read.
Good this week
💸 Renowned economist rails against small business tax discounts
🧠 33 things I stole from people smarter than me
🌱 WA’s top 10 emerging leaders who are changing the way we do business
I think we all have an element of micro-managing in us. There are certain things we want done a very particular way, and sometimes that gets the better of us.
We roll our eyes at other people for being micro-managers, but rarely turn that attention to ourselves.
It starts when style and substance are unnecessarily conflated, leading to less than ideal outcomes.
One of the reasons why flexible working and working-from-home has been so popular with staff is because it avoids micro-managing, it is founded on a premise of autonomy - something we all appreciate at work.
Below I look at a few things we can all do to be aware of our micro-managing tendencies.
Ask your staff how you can improve
Once you’ve determined your priorities, the next step is communicating them to your team. Have a conversation about the things that really matter to you - the things that they’ll need to seek your guidance and approval on - so your direct reports can get ahead of your anxiety. Tell them how you’d like to be kept in the loop and how often they should provide status updates. Be explicit with your direct reports about the level of detail you will engage in. At the same time, enlist their help in making sure you don’t fall back into your old micromanaging ways.
Mistakes happen, move on
Tell them you are trying to work on this and ask targeted questions about what you can do to help them do their job better.
Harvard Business Review
Don’t try to avoid mistakes. Learn that they will happen, and work through them. When giving feedback, emphasize the fix over the problem. Ask that employees give you suggestions about moving forward instead of excuses about why mistakes happened.
If you have been shielding underperforming employees from supervisors or clients, allow them a little more leeway and let their feedback add to your own to fix issues. Start small of course.
Compete against yourself
There is nothing like peer pressure to drive behavior. At Bridge Worldwide, an American digital and relationship marketing agency, employees are given the chance to give anonymous feedback to various teams in a quarterly satisfaction survey and an annual benefits opinion survey. Through these regular audits, employees have the chance to give genuine feedback on performance of colleagues as it relates to their job. The goal is to create a productive community culture.
Chart of the Week
The Bureau of Statistics reports that 39.5 per cent of Australians reported 'Always' or 'Often' feeling rushed for time.
Thanks, have a great week and stay safe and healthy,
Women are more likely to feel rushed for time, as are people who are 30-50. I think we can assumed children have something to do with that.
Concerningly, since 2010, there has been a general decrease in the proportion of people aged 18 years and over who are involved in social groups, community support groups, and civic and political groups. So invite a friend out next time you're doing something in the community.
The stats can be viewed here.