As a business owner or enterprise leader, it can be difficult to give up the reigns to someone else. Even if the individual in question still reports to you at the end of the day, the lack of direct control can be incredibly stressful and, in some cases, downright frightening. However, as any good owner knows, it’s important to let your managerial staff members maintain control over your workforce on a day-to-day basis. Failure to do so could result in a mutiny by your managerial leaders, widespread rebellion amongst your staff and, in the absolute worst case, a complete implosion of your business.
Avoid Micromanaging Your Leaders
If you’ve put one of your most valuable staff members in a position of direct leadership and managerial responsibility, they’re probably there for a reason. In other words, avoid micromanaging your leadership personnel. They’ve earned their position, so it’s best to leave the job up to them. After all, there’s no point in having internal managers and supervisors if they require the same amount of management or supervision as your regular staff. Letting them do their jobs frees up your time, energy and resources for other areas of your business.
Moreover, you don’t need to check in with your workforce leaders on a constant basis. Instead, rely on periodic updates to gauge their progress, the productivity of their subordinates and the overall efficiency of your operations. Don’t be afraid to offer some encouragement if you find a particular manager or supervisor who is struggling, but you don’t have to hold their hand, either.
Get Straight to the Point When Communicating
Some business owners fall into the habit of communicating too much information to their staff members. Not only does this bog them down with unnecessary details, but it could cause them to overlook or forget other, more important communications.
Instead, try to get straight to the point when communicating with your workforce. You can skip formal introductions, extended back stories and irrelevant statistics in favor of real information, genuine advice and detailed plans for moving forward. Not only will your employees thank you for skipping unnecessary details, but they’ll be more likely to pay attention to your communications in the future, as well.
Listen to Feedback
Finally, don’t forget to listen to the feedback from your managerial staff as well as your subordinate staff. These are the individuals who are on the frontlines of your business on a daily basis, and they can typically provide some valuable insight into what’s really going on in your company. Even if you don’t enact any recommended changes or take any advice from your staff, it’s still important to acknowledge their concerns and respond appropriately. Doing so could mean the difference between retaining valuable staff members or losing them to your competition.
Maintaining an open-door policy is a great way to let your employees know that their opinions are valuable. Suggestion boxes, which let your employees provide anonymous feedback, can also go a long way in correcting problems, increasing productivity and building trust within the workplace.
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