In order to be more effective, Managers strive to overcome the many challenges they face, such as planning, effective communication, resourcing, and decision making. In this day it has also becomes imperative for an effective manager to focus on their relationship with their employees. Building the right level of trust is an important step towards a successful work relationship.
When managers do not trust their employees to work on their own, they tend to take on more than just delegating work. They become involved in the “how” of each task and focus on minute details, causing them to lose sight of the big picture and the team as a whole. For instance, someone more concerned with the algorithm of a software program that a developer is working on, could be losing out on time that could be spent ensuring that overall timelines are being met or anticipating problems that could occur down the road.
Managers who lack trust would also feel the need to be re-assured constantly by their employees and would expect very frequent status updates or reports. This usually introduces delays in the project and de-motivates members of the team. It could further discourage them from thinking laterally and coming up with their own ideas and means of achieving a certain goal.
Managers who do not monitor their employees, on the other hand, seldom hold them accountable. They may not pay attention to the performance of each individual within the team. This would result in project delays, low quality product, etc. and would also hinder the growth of each individual employee. It is necessary for a manager to set goals, communicate these goals and monitor progress at predetermined intervals. Furthermore, managers should provide feedback on such monitored progress, so that each person can work towards overcoming their shortcomings. This type of monitoring has little to do with trust.
Therefore, while the best managers are those who give their employees enough room and trust them to do their work, monitoring, if not “close” is necessary to ensure that targets are being achieved and people are growing to be better, more valuable assets to an organization.
A minor observation: You tend to put a comma before 'and' in sentences like 'Orange, apple, and peach'. You shouldn't use the last comma before 'and'. It should be 'Orange, apple and peach'.
ReplyDeleteLast sentence is too complex. It's better to simplify it. Don't hesitate to break-up sentences to make it an easier read.
ReplyDeleteIt's very true that trust is an important part of a working relationship and work-place is no exception. It is ever more important that managers gain trust from their employees and show that they not only care but trust their employees. I don't agree that 'frequency of monitoring' relates to trust. A tactful manager explains her style and effectively communicates and justifies the frequency and the methods she uses. She should communicate and make her employees understand why check points are necessary and why more frequent or less frequent updates are needed. How (ie, the manner in which) the updates are obtained is the key rather than how frequently. A good manager also communicates her progress to the team and the company's progress to bring about team spirit and build trust. It's a two-way street. It's important to keep it as human as possible while being equally professional.
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