1- Reducing Miscommunication in the Work Space Environment
2- Reducing Micro-Managing in the Work Space Environment
3- The Art of Giving Employees Some Leeway
4- Some Statistics and Effects of Micromanaging
5- Improper Training
6- Large teams are hard to keep in sync and organized in a world with changing information
A few months back, I founded and created Showflow.io after experiencing some gruesome gaps between how event operations were running within some Fortune 500 companies, and how they SHOULD be running. To get to the point, events composed of more than one member SHOULD have:
1- Real-time updates of changes made to schedules or operations, and instant notifications of such changes to the whole team.
2- A clear directive of who is handling which task + proper guidance offered to confused staff.
3- Real-time monitoring abilities for managers who need to make sure that every key point is completed in a timely manner.
4- An effective method for team members to ALWAYS! keep on track, and we mean always. Because small forgetful events can easily quadruple and affect operations in unproportional ways. As humans, we are bound to forget certain things. Fixing this key constraint, will take operations from a zero to a hero.
Reducing Miscommunication in the Work Space Environment
Having worked in Event Spaces of Fortune 500 companies, I can tell you the ins and outs of what makes a fluent and happy team vs a fatigued team who wants to implode. For starters, the main root cause of unhappy employees lies in miscommunications. Not updating your team in a timely manner about certain events such as opening hours and staffing schedules will corrode the pipeline. For this exact reason, is why an automated notification system was implemented within Showflow, in order to instantly update employees when ever any change affecting their assignments are made.
Communication travels in many ways within the corporate world. In many work environments, a simple task such as changing the PowerPoint slides might look like this:
(Manager)–> tells → (Supervisor) → tells → (Coordinator) → tells → (Assistant) → [Changes the PowerPoint Slides ]
Quite a waste of time delegating work down the hierarchy chain. The modern way?
(Manager) → Cloud → (Assistant) → [Changes the PowerPoint Slides]
In this structure, all tasks and assignments are uploaded to the cloud where one can easily assign and direct open assignments to members of the team. As well, one can set assignments as “open” for anyone with freetime to complete.
In addition, with Showflow, credit is given where credit is due. Managers can easily gauge who has been completing most open tasks over a period of time. This incentivises hard working team members and limits micromanaging.
Many times employees are burnt out and quite forgetful when their mind is already halfway home. This is why using cloud services is quite useful, because an update on one spreadsheet automatically results in an update notification across the team. Unlike many other applications, we focus on only sending the notifications you need and nothing more.
The only shortcoming with this method is the need for the everyone to be connected to the cloud, which can ultimately be considered both a positive or a negative depending on your views. But the straight up truth is, we are moving away from paper. The world is modernizing and those who are hesitant to change, are only left behind.
To improve timely communications and actions among the team, Showflow has implemented a smartwatch application that can keep teams updated in real-time, even while on the move. To successfully implement this smartwatch application, we needed to touch basis on two key features:
1- Unintrusive to the employee or customer
2- Protect users privacy (No GPS, or tracking of employee whereabouts)
Reducing Micro-Managing in the Work Space Environment
Effective teams always strive to have open conversations about what’s working and what’s not working. But sometimes, it’s quite difficult for employees to tell their managers “Hey, you’re micromanaging!”. Stepping up to the manager and openly speaking to them about your concerns is the right thing to do, but incorrectly approaching the problem can easily create a hostile environment. So much of a hostile environment that managers and subordinates will clash, which ultimately results in someone leaving for good. That’s a lot of money and time wasted trying to find new candidates, interviewing and re-training, which could have been easily avoided by retaining the talent. How can one avoid this?
The best possible solution to avoid micromanaging is to actually understand why there’s micromanaging in the first place, and work backwards toward providing solutions. Why are managers micromanaging in the first place? They are likely under pressure to deliver results which in terms forces them to take higher responsibility for their subordinates work. A great solution to micromanaging is not an easy one, it takes time and effort.
As a starting point, the subordinate must care about the job, in order to work and not complain. Caring about the job makes the person proactive about fixing problems, even well before they may arise.
So what can a subordinate do?
1- Earn and gain the managers trust.
2- Be proactive
3- Learn the managers ways. Completing things before they are even asked.
4- Let your work speak for yourself
If a manager is naturally a micromanager who just doesn’t seem to trust anyone, then there’s a high probability that they are not effective at their job. Effective managers are able to train and mentor their subordinates to the point where the manager is able to step back and tackle more important tasks.
Since you’re reading an article here at Showflow.io, we will show you a great way to reduce micromanaging by using our app.
With Showflow, the manager can assign tasks and see them completed in real-time. Eliminating the need for them to ask “what are you working on?” or “Were you able to complete this part of the project?”. Unlike many services, we focus on making teams more productive and happier by eliminating friction barriers.
The Art of Giving Employees Some Leeway
How can a manager trust an employee? When many employees once presented with some leeway and free time stumble into the avis of instagram, random web browsing and idleness.
My personal beliefs are that in order to cultivate someone to perform, the manager must coach and empower the subordinate to see how their impact is making a difference in the workspace. But here’s the kicker,
If a manager actually cares about the business and employee, they both must feel a sense of “team” that goes beyond the meaning of the word. If that’s not possible, then there’s bound to be high turnovers and burnt out employees who feel they are used as commodities.
Many times building a great supporting team is not possible because the business is more inline with being a “business”, solely focusing on numbers even at the expense of letting others go in a blink of an eye. This is understandable because a business, unfortunately, in many cases is a money making machine with no feelings. But lets say we could find a solution to this problem.
A solution to:
2- Keep employees aligned with work
3- Build employees that are not dependent on managers
4- Give employees freedom
While maintaining a productive workload. This can easily be done by creating a task-management spreadsheet where employees are encourage to act upon
People don’t like taking micromanaging orders by face to face contact. They much rather take it via a task management app that gives the sense of freedom and empowerment by knowing their line of work for the day without the need of someone pulling their strings which many times are packed with emotional stress and work exhaustion.