Inspect what you Expect

A few weeks ago, I put together a post on “Micromanagement”.  I followed up that post with“Accountability”.  Today’s post is entitled “Inspect what you Expect”.  No one in management would question the consequences of not following-up.  In order to move ahead, we need to know where we are and where we want to go.  The tact and diplomacy that one employs is in the preparation prior to the follow-up.  It is vitally important for management to track opportunities but HOW you do it could have profound impact on how you are perceived and the success of the organization.

Typically people view an inspection of expectations as “micromanagement”.  This is generally voiced as “you don’t trust me” or “you don’t believe that I can do the job”.  First of all unless you are tracking unimportant things, it is not micromanagement. Micromanagement as defined in Webster’s is “managing with excessive attention to minor detail”.  As managers we need to be cognizant that it is natural for people to feel anxious, stressed and apprehensive when they know that you are going to check up on them.    Employees today don’t want to be second-guessed that they can and will do the job.  Unless they perceive value coming from you, they will be defensive when told that you want to discuss their progress or updates on your activities.  The diplomacy that the manager exhibits to clearly let his people know what needs to be done and the “why’s” behind inspecting those results will contribute to the overall success of the manager, team and organization.

As a manager you need to deal with the natural concerns that were noted above.  If you do not, you will encourage a team that is resentful of you.  They will feel that they are puppets on a string that need to be directed in all their activities. 

In a group session ~ Discuss “Assume Nothing” and the mis-understandings that commonly occur when solid communications are not in place.  This is the preparation that is needed so that there are no “surprise” inspections.  If the team knows what is going to be looked at and why it is going to be looked at up front, they will be much more “relaxed” to bring home results!  If they feel that you will bring value, they will welcome your ideas.  

One on One ~ As you work with  your team in the field, you will want to re-enforce the earlier discussions that occurred in the group session.  Make sure that this is done in a consultative manner and that there is solid agreement on the “whats” and “whys”.

Recognition of the Individual ~ Praise the individual as often as possible when working with them as to the positive actions that they are doing.  This will help reinforce the importance of the task and also add to your credibility and respect. Follow-up in writing to the individual team member for their great work and team support.  

Follow-up Recognition as a Team ~ Routinely update the team as a whole on the terrific job that they are doing.  This can be readily done on conference calls and group correspondence.

The more successful you are in attaining a mutual understanding and agreement up front about how the inspection process will unfold will differentiate you from the perception of micromanager. Once that’s accomplished, the check and balance process will help you and your people develop positive accountability connections, while facilitating the delivery of the results the company aspires to. 

Assume nothing ~ There are multiple reasons for false assumptions.  Most managers blame others…Take accountability upfront and blame yourself.  There is obviously some form of miscommunication and needs to be re-looked at.

Accountability ~ It begins with you as the manager.  Although we want to “assume nothing” as noted above….Always begin that people are doing the very best that they can do.  It is up to you to determine how to “massage” that belief with diplomacy and tact.

As stressed so often in my blog, the importance of humility at a manager level will be cherished and appreciated by your team.  It is not a failure when one expresses humility, rather it is strength!