At some point in your professional career, you’ve probably heard the term micromanagement, which in short, refers to your immediate boss closely observing, controlling, or reminding you of your work.
As a manager, I was asked to micromanage my team, and remember feeling uncomfortable with it. Needless to say, the team looked like they were about to flip the handle!
While not all micromanagement is bad, to a greater extent, it prevents you from delegating tasks and focusing on the bigger picture. As an associate, it alienates you from decision-making processes and, oftentimes, it can have your valuable experience ignored.
Empowering your team
There has been a great variety of research made regarding this subject, and they always get to the same conclusion: team empowerment is a win-win for the associates, customers, and organization, generally resulting in higher job satisfaction and improved customer experiences.
What is team empowerment?
It’s allowing your team to make decisions and express themselves, letting everyone feel encouraged so that they can take initiative to solve problems and improve service and performance.
Here are three quick examples of how team empowerment can deliver positive results:
- Team empowerment will contribute to the betterment of the company. When associates are feel valued and respected, and that their ideas are considered, they will most certainly commit to the optimization of the company.
- Empowering your associates will help create long-lasting customer relationships. What better way to let your community feel they are being taken care of by skilled and knowledgeable individuals, right?
- Self-sufficiency makes stronger teams. This is pretty self-explanatory, but there is no question that when you feel heard when you participate in the decision making and such, there is a sentiment of satisfaction and motivation to continue on that path and share it with your peers.
Collaboration vs Competition (peer to peer feedback)
Have you ever been in a job where your immediate boss gives you feedback about a certain process and promptly highlights: “look at this person! They go through this process smoothly. You should be like them?” Been there.
First of all, it is never a good idea to compare associates because it can create a work environment full of discordance and unhealthy competition. Second, and candidly here, managers (sometimes!) have little to no clue how these processes are actually handled, and third, there are most certainly better ways to approach feedback.
**Queue entrance** - Peer to peer feedback is exactly that! It’s having your teammates review your work and provide constructive commentary on improvement opportunities. Way better, right? - Absolutely! They’re the ones on the frontline with you, going through the same scenarios, and can offer the most precious tips and information for you to better understand and actually improve your work.
Here are some suggestions on how you can start empowering your team and boost their collaboration
So there you have it, folks! Go on and make collaboration a continuous process, let it become a dialogue that drives performance development. You will see great gains in productivity and even an improvement in company culture. Peer-to-peer feedback will encourage a friendlier and happier workplace while providing associates with actionable insights into their daily performance.