As a manager eager to prove your worth, you probably love it when employees come to you for support. You are ready to answer any question and solve any problem because in your mind that is what a manager is supposed to do.
However, once employees have gotten into the habit of relying on you for advice, they'll begin to consult you before doing anything, from brainstorming ideas to filling out information sheets – which, in theory, is a must. theory, they should handle it with confidence.
Although you guide and advise employees, they need to learn to think for themselves, overcome difficult situations on their own, and develop into independent workers. So, if you find that your team members are completely dependent on you, then adopt strategies that encourage them to believe in themselves while boosting your own productivity.
Find cause
Meet with the employee who asks too many questions and mention that you realize they have a lot to ask and want to find ways to help them increase their self-control. Don't be harsh about the amount of questions they ask so they don't feel comfortable asking important things in the future. Focus on finding out why they have so many questions.
They may not volunteer to provide an excuse for fear of being judged as incompetent, so it may take some time to identify the source of the problem. Possible causes include insufficient skills to do the job, lack of training or unclear instructions…
Another important thing that also affects the autonomy of the team is that the manager likes to be in control and participate in all decisions. This type of micromanagement is both a burden on you and a hindrance to the growth of your team members. You can't do everyone's job and you shouldn't either.
Empower members to make their own decisions. If you're not sure if you're micromanaging, ask a trusted colleague to give you honest feedback.
Boost employee confidence
Make sure employees understand their responsibilities, the types of decisions they can and should make on their own, and the general limits of their authority. Then, encourage them to find solutions to everyday problems on their own.
Instead of providing an answer, try using the phrase, “I trust your judgment.” This is a great opportunity to help your team members grow and at the same time you will have more time to work without distractions.
“The more successful employees are at solving problems on their own, the more their confidence increases.”
Create a safe environment when making mistakes
When empowering employees, it is inevitable that they will make unexpected mistakes and you should be prepared for that.
Remember “Praise in public, critique in private”. It's a good idea to talk to employees privately when one of their solutions doesn't produce the best results. Emphasize the idea that mistakes are opportunities to learn. However, if the decision is morally appropriate and made in good faith, be supportive and understanding.
Set aside time to answer
It can be hard for your employees to stop asking questions when they're used to coming to you asking for everything. To better support them, you can set aside a few times a week for employees to ask questions. Then, keep meetings short, no more than 10-15 minutes, and focus only on the most important questions. Of course, you need to identify exactly what type of problem you consider important.
By implementing these four strategies, you will minimize the distractions caused by employees asking too many small questions and focus on performing tasks thoughtfully. In the process, you will inspire members to become more confident, creative, and self-reliant. By empowering your team to work more independently, your management skills are also taken to the next level, and as a result, you'll contribute more to the success of your business.
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