When employees rely on one supervisor to ask every question, try communicate too much information, or want regular feedback, then many teams or even entire businesses can suffer setbacks
Whilst leaders want – and need – to assist their staff at times, they must also encourage them towards self-sufficiency.
Maura Thomas, author of the Empowered ProductivityTM Book Series, states, “Managers need to promote their team members’ freedom and independence.” “This is especially critical if your team isn’t physically there, since ‘short inquiries’ communicated over team chat channels can quickly become overwhelming.”
Here are Thomas’ four techniques for getting employees to stand up and take action.
For a while, ‘close’ the door.
An “open door policy” seems to be kind and welcoming… and can soon devolve into dislike and inefficiency.
Yes, supervisors must be present in person and online to work with employees. An open door policy, on the other hand, invites interruptions throughout the day, putting communication at conflict with productivity. Furthermore, it deters employees from at least attempting to solve their problems or discover solutions.
“Be explicit that everyone in your business should be considered accessible, but not necessarily always available,” Thomas advises.
You may put up a sign on-site that states, “My open office hours today are…”
In a virtual context, you may designate (and publish) hours when you turn off your email app, silent your phone and keep it out of sight, and turn off your chat tools.
Promote self-confidence
People that are confident generally go ahead and accomplish what has to be done. They feel they’re doing everything correctly – and they probably are.
Encourage workers to take the initiative by getting in front of them.
“Assert that they understand the duties of their role, the sort of choices they may and should make on their own, and the basic limitations of their power,” Thomas advises. “Then urge them to come up with their own answers to difficulties they encounter on a daily basis.” Instead of responding to inquiries, consider saying, “I trust your judgement.”
That also is not a one-time chat. Review and increase decision-making power, and duties on a regular basis to strike a balance between communication and efficiency.
Look for ways to improve your talents
Encouragement and trust from leaders aren’t enough to get certain staff to the next level. Training, on the other hand, could help.
Consider training if:
- You don’t put your faith in an employee’s judgement
- You see a growth opportunity
Then point them in the direction of training (in-person, online, self-guided, or events) that will help them develop the necessary abilities. If they aren’t interested, you may need to realign their responsibilities to match their abilities.
Make errors in a safe manner
Some workers’ apprehension to go forward might be due to fear. They’re terrified of disappointing, failing, or causing worse problems.
Attempt to avoid the negative repercussions of failure. And if they fail, talk about what they’ve learnt. Employees should be given limited risk endeavours to begin with so that failures are few. They develop courage to accomplish more without asking questions or seeking permission as they achieve greater success.
See how HealthBoxHR can help your business balance efficiency vs. communication with such features like One to Ones & Training – you’ll be able to overview everyone’s training progress, each employee’s goals and ambitions within the company!
