Simplify.Organize.Manage.Data | MicroManaging

2013 E-Newsletter, Managing Time; It Is My Company so Do it My way: MicroManaging and You!

We all have received instructions from someone (parent, teacher or stranger) about how to do or make something to achieve certain results. For example a father showing his son how to reduce the time spent cutting the lawn when battling the summer heat. Well for many business owners their company’s success did not happen overnight, but with patience and perseverance growth occurred and is time to hire employees. With the time spent learning and perfecting one’s skill, you have mastered the ins and outs of operating your business effectively and efficiency up until this point.

Now it’s time to test your Human Resources (HR) skills, after all how difficult can training be, right? You tell yourself I’ll hire and show them ropes about my business and everything will fall together after that. This can be reality, but what steps have been set for employees to easily transition to this new role? And are you willing to let someone else lead and help build your business?

Just the thought of delegating tasks to someone else without direct supervision seems highly impossible, for the ambitious do-it-yourself entrepreneurs.  Is there a way to compromise without losing time and money, your employees, never less your entire business?  At some time during the beginning stages of developing your business plan, you might have brushed upon the topic of Managing Human Resources and created an employee policy for future references. Or if you haven’t already, there are lots of information on the internet to help you get started, including useful sites like SHRM, USDOL and your State’s DOL. However, we’re assuming at this point after hiring new employees, there’s a policy already in place. Are you pursuing ways to encourage and promote good employee behavior while discouraging the bad?

There are several ways to achieve this without being labeled as “Micromanaging”, but be mindful it’s easier said than done.

First, have you considered implementing a rewards performance program? Rewards programs provide an incentive (monetary or non-monetary) for accomplishing a set goal. This may help to build a relationship by expressing a “job well done” attitude in hopes to control employee behavior. Please focus on a KISS (Keep It Short & Simple) method to avoid confusion and frustration for all.

Second, establishing a “Step Up”  approach can help with internal controls while eliminating constant hovering over employees. Take for example a growing Clothing Company. After an initial contract has been finalized, four key positions can be filled that includes:
1) Clerk - gather and enter orders in database
2) Processor - fill and process orders to be shipped by deadline
3) Team Coordinator - perform quality controls and cross check processed orders against       exception report. 
4) Lead Supervisor - Review progress and allocate resources for smooth operations.

This allows for you distance yourself so that you're able to focus on growing and nourishing your relationships with current and future clients. In other words, you still set the initiatives, but monitor in the shadows allowing your staff to work in a semi self-directed environment. Who said flexibility was unreachable?

Lastly, consider the “Step Back” approach. After the initial training,  ask and encourage employees to contribute in creating and implementing new procedures. As time goes on, things change and people needs evolve and perhaps listening to your staff may lead to an advantage. Anyway, many products and services can be traced back to a suggestion by an employee, so it may be worth the time. If you haven't gotten to this stage yet, try establishing some ground rules, such as:

• Have a one on one or group discussion before all major procedural changes occur to keep you in the loop
• Provide a suggestion box or set-up an e-mail account 
• Consider monthly group meeting (15-20 minutes) to discuss ways to improve job processes. 

This can help foster relationships and improve development skills while growing the business.

There are many ways to reduce “micromanaging” your staff the list is endless. However understanding Human Resources can be as important as managing them, so consider how to keep your employee’s needs satisfied while encouraging good behavior through motivation.  After all your business started out as an idea, so can theirs as well.

Hope you enjoy this time savings tip from Biz-Pro LLC.