We love to think about what drives leaders crazy.
But, what about employees?
Red tape. The reason red tape drives employees crazy is they want to get things done.
- The function of management is to make it easier, not more difficult, to achieve results.
- Call, “Why are we doing things this way” meetings with front-line employees and mid-level managers. You might try adding, “What policy or procedure could we simplify or eliminate,” to the next agenda.
- Run interference for your team.
Attending irrelevant or poorly run meetings.
- Call meetings when human connection and interaction are necessary.
- Use video conferencing if the purpose of the meeting is information.
- Anyone who doesn’t participate is dead weight. The leader who doesn’t participate is a policeman.
- Cap the number of participants at 7. Meetings become about information when more people sit at the table. (See #2.)
Micromanaging. Micromanaging feels like distrust.
- Micro-managers think micromanaging is good management. Everyone else tolerates it. There’s energy in positive relationships.
- Explore and answer your points of distrust. Then release people and expect responsibility.
- Respond to mistakes with, “What are we learning,” not, “You screwed up.” Try, “What will you do differently next time?”
- Ask, “How would you do this?” And, “What do you think?” Go with their approach unless it’s harmful.
Negative feedback without honor, reward, or gratitude.
- Keep negative feedback to one event. Don’t say, “You’ve been doing this for months.” Piling on negative examples to validate negative feedback invites defensiveness.
- Circle back in a week or so to reconnect and see how things are going. Make the pursuit of excellence a process, not an arrival.
- Give 3x more affirmations than criticisms.
- Focus recognition on behaviors you want repeated. Avoid giving recognition exclusively for results. Recognize behaviors that deliver results.
What drives employees crazy? What might leaders do about that?
**See the complete list of things that drain energy from employees on Facebook.