Work changes occur all the time, in every company committed to making progress. However, one of the biggest obstacles that managers need to overcome along the way is people’s resistance to change. Managers often take it as a given, thinking it’s human nature. Even though there is some truth in that, it’s in their power to implement change in a way that would make it easier for everyone to get on board.
As a leader, it is your responsibility to make sure that your team enjoys working with you. Building a strong team takes time and dedication. But it’s guaranteed to pay off when your team becomes strong and productive, and starts contributing to your company’s success. In this article, we’ll be discussing a few strategies that will help you create meaningful team relationships.
In this day and age, meaningful work is more important to people than salary and benefits. It is what keeps them motivated and boosts their productivity. Everybody needs to make sense of what they’re doing, and that is directly connected with their level of happiness and productivity.
Micromanaging derives from positive traits such as a proactive attitude and attention to detail. These are not bad to start with, but they become toxic when combined with an obsession for control, and inability to trust others.
Micromanaging other people is a difficult job. You end up doing a big and important part of your team’s work and get hated for it. In this article, you will find out to what extent you are micromanaging your team, why you shouldn’t be, and how to stop it.
