I hate micromanagement. Tell me what needs to get done, if I'm confident that I can accomplish the task I will tell you that, and leave me be to do the work. Treat me like a mature adult or I'm planning my exit strategy.
I hear ya. Just remember that leaders are human just like everyone else and this is their business they've worked really hard and taken risk to get off the ground. Rather than just leave, give grace to them learning as well and be firm with your boundaries. I would say in the majority of cases (there ARE exceptions of course) they aren't trying to dehumanize you they just have fear that they're going to lose what they've built.
@@Spladoinkal Yeah, I understand that, and I'm not trying to overake a man's company, but the excessive peeking & prodding your head into work that I've proficiently completed 300 consecutive times in a row is absolutely unnecessary. It's like, have you realized that there's been exactly 0 customer complaints about my work performance, month after month after month? Maybe, just maybe...hear me out massah, I know what the hell I'm doing and your customers are so happy they recommend your outfit whilst I represent you and your company. I gave up the bib & baby bottle 4 decades ago, I think I can tie me own shoes now. Treat me like a responsible adult or I'm leaving.
Thank you Dave for spreading the word that there are millennials with a zest for excellence. I work with some Gen Z's with the same zest. I think every generation has the same mix, but now the worthless people have more visibility.
If an employee of yours doesn’t know how to do some thing and you haven’t trained them. That’s your fault not theirs. If you’ve trained them and they still struggle to do it, then you need to provide accountability and eventually if they struggle to complete task that you have trained them to do multiple times then that’s when you have to, let them go. Too many people assume that people should just know what they should do. A lot of micromanaging comes from poor training.
One additional thought, training is important, but you must set lofty objectives and have them provide visibility and progress. People need autonomy, mastery, and purpose. Purpose is key here, don’t set lofty objectives to suit some anal retentive meaningless drivel. Where precision is required, such as this plumber, focus on first time qualifying inspection rates, and materials consumption variance (high and low) while also focusing on team work and consumer satisfaction. If you tell your story, and measure what really matters, while rewarding performance, you’ll never have to micromanage. People will present themselves in accountability…. By the way, you need to review in 1:1 all of these lofty objectives. You can’t do this without coaching and encouraging. Whatever you do, don’t move the goalposts out from under step change in motion. If they kill the objective quickly, reward handsomely and then adjust.
George is great, and he does NOW have his own brand, but when it comes to this channel specifically Dave needs to be the one giving the advice because he's the one that has built up a nearly billion dollar business.
THeres a saying; there a lot of ways to skin a cat... If youre doing a job for 20 years.. someone is gonna come along thats gonna be different and you gotta have the humility to accept that there is a possibility that what they are doing could be better or more efficient than the way you do it... Doesn't matter what you think on how great you are. So for me as a manager before i give my feedback, i observe first before jumping into conclusion.. because you coulkd accidentally end up being a diminisher when you try to micromanage people and dictate them too much.
What do you think of the worker knows the right way, but the manager has a different way. However, the director knows the right way and it’s the workers way.
Talk to the director. Manager should get in line. If things stay in disarray, find new work. Easier said than done, I'm kinda in the same boat right now and had a meeting last week about it
@@cherylbroadenax1006 yes ma'am, that is the point of this show to judge the best way to manage business and finance. I am old. Old have over millennialized the young. 9 out of my 12 technicians are millennials. The real problem is that old are afraid to offend young and HR is the shittiest position in business due to mainstream and social media.
When Dave said “I am really not a control freak” I almost choked with my water 😂 😅
Distinguishing between the "wrong way" and "my way " is the challenge.
I hate micromanagement. Tell me what needs to get done, if I'm confident that I can accomplish the task I will tell you that, and leave me be to do the work. Treat me like a mature adult or I'm planning my exit strategy.
I hear ya. Just remember that leaders are human just like everyone else and this is their business they've worked really hard and taken risk to get off the ground. Rather than just leave, give grace to them learning as well and be firm with your boundaries. I would say in the majority of cases (there ARE exceptions of course) they aren't trying to dehumanize you they just have fear that they're going to lose what they've built.
@@Spladoinkal Yeah, I understand that, and I'm not trying to overake a man's company, but the excessive peeking & prodding your head into work that I've proficiently completed 300 consecutive times in a row is absolutely unnecessary. It's like, have you realized that there's been exactly 0 customer complaints about my work performance, month after month after month?
Maybe, just maybe...hear me out massah, I know what the hell I'm doing and your customers are so happy they recommend your outfit whilst I represent you and your company. I gave up the bib & baby bottle 4 decades ago, I think I can tie me own shoes now. Treat me like a responsible adult or I'm leaving.
@@thaimuayshoo1171 Haha I totally understand. It can definitely be infuriating.
Thank you Dave for spreading the word that there are millennials with a zest for excellence. I work with some Gen Z's with the same zest. I think every generation has the same mix, but now the worthless people have more visibility.
yea...my daughter says Im more like a boomer than a boomer..lol
makes sense, all of the people I admire are boomers
If an employee of yours doesn’t know how to do some thing and you haven’t trained them. That’s your fault not theirs. If you’ve trained them and they still struggle to do it, then you need to provide accountability and eventually if they struggle to complete task that you have trained them to do multiple times then that’s when you have to, let them go. Too many people assume that people should just know what they should do. A lot of micromanaging comes from poor training.
One additional thought, training is important, but you must set lofty objectives and have them provide visibility and progress. People need autonomy, mastery, and purpose. Purpose is key here, don’t set lofty objectives to suit some anal retentive meaningless drivel. Where precision is required, such as this plumber, focus on first time qualifying inspection rates, and materials consumption variance (high and low) while also focusing on team work and consumer satisfaction. If you tell your story, and measure what really matters, while rewarding performance, you’ll never have to micromanage. People will present themselves in accountability…. By the way, you need to review in 1:1 all of these lofty objectives. You can’t do this without coaching and encouraging. Whatever you do, don’t move the goalposts out from under step change in motion. If they kill the objective quickly, reward handsomely and then adjust.
Where is George? He was phenomenal.
George is great, and he does NOW have his own brand, but when it comes to this channel specifically Dave needs to be the one giving the advice because he's the one that has built up a nearly billion dollar business.
THeres a saying; there a lot of ways to skin a cat... If youre doing a job for 20 years.. someone is gonna come along thats gonna be different and you gotta have the humility to accept that there is a possibility that what they are doing could be better or more efficient than the way you do it... Doesn't matter what you think on how great you are.
So for me as a manager before i give my feedback, i observe first before jumping into conclusion.. because you coulkd accidentally end up being a diminisher when you try to micromanage people and dictate them too much.
What do you think of the worker knows the right way, but the manager has a different way. However, the director knows the right way and it’s the workers way.
Talk to the director. Manager should get in line. If things stay in disarray, find new work.
Easier said than done, I'm kinda in the same boat right now and had a meeting last week about it
Hire the talent and let them do it. Treat people like low skills employees and you get low skills results.
Problem was in his first sentence with milenial judgment.
What judgement. Seems u are judging him.
@@cherylbroadenax1006 yes ma'am, that is the point of this show to judge the best way to manage business and finance. I am old. Old have over millennialized the young. 9 out of my 12 technicians are millennials. The real problem is that old are afraid to offend young and HR is the shittiest position in business due to mainstream and social media.