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Being a manager is brutally hard. 😓 You're being asked to constantly do more with less—higher expectations, more people to manage, and less time to do it. The merry-go-round of performative manager tasks never stops: a deluge of continuous anytime feedback, the need to write and amplify kudos in various tools, pulse surveys to gauge engagement and respond to, PIPs and documentation for employees who are struggling. No one enjoys doing all this stuff and the amount of it required seems to go up every year. It's just too much. And it's not even effective. 😢 It's no wonder that managers often experience high anxiety, depression, and burnout. ❤️ We have a different philosophy—that there's a better, kinder, and less overwhelming way to do people management that is more effective and can help you love being a manager again. It's called "Do Less." At its center is a radical concept: What if you could lead your team better simply by doing less? It's as simple as that. 😍 We believe that the way of the future for managers isn't constant ineffective makework, but instead a forward-looking way of managing teams that allows you to just let go and do less. What if you could take great care of your team and yourself at the same time? We build the products that are enabling this reinvention of management. Read more below!

Them: Manager effectiveness, HR for rockstars, manager enablement Us: Ick, no, just Do Less - Make messaging simple, memorable, maybe a little fun ✅ - Live out my Lisa Frank adult dreams and get cutie robots into the brand ✅ - Convince Textio and Rachel J. Hodge glitter cannons are the future of B2B marketing IN PROGRESS I think my life's mission is now to help everyone do less of what doesn't matter so you can focus on what does. Check out what Textio published today!

The #1 reason why you get burnout in your job — Having a Micromanager above you. A micromanager kills your potential like no other. Here are 5 ways micromanagers slowly make you burnout in your job — 1. Lack of Trust and Morale 2. No Autonomy and Creativity 3. Increased Stress and Anxiety 4. Information Overload and Feedback Fatigue 5. Limited Growth and Development Opportunities The best solution to escaping this cycle is to change your job. But while you are on the job search, here are 5 things you can do to prevent micromanaging — ✅ Set Boundaries Clearly communicate your work style and preferred level of oversight. ✅ Focus on Outcomes, Not Tasks Discuss goals and desired results, allowing flexibility in how you achieve them. ✅ Highlight Your Achievements Regularly showcase your successes to build trust and demonstrate competence. ✅ Seek Clarification, Not Approval Don't wait for constant okay's. Ask clarifying questions and move forward with confidence. ✅ Celebrate Your Wins Maintain a record of your accomplishments to refer back to during performance reviews or discussions. And know that you don’t have to go through this alone. Confide in your family, colleagues, and even a coach for support. Have you ever felt micromanaged in your job? Let me know in the comments! Reshare ♻️ to help others, #duediligence #frauddetection #fraudprevention #fraudmanagement #fraudinvestigation #fraudawareness #compliancesolutions #riskmitigation #riskmanagement #corporatefraud #compliance #PersonalityAssessment #Psychometricassessment #Integrity #Honesty #Derailers #EthicalBehaviour #financeindustry #employeescreening #Hrmanagers #Humanrecourses #Humanresourcemanagement #Recruiters #recruitment #casestudy #EmploymentLaw #HRPolicy #HRLeadership #SHRMCP #SHRMSCP #RegulatoryCompliance #LaborLaws #HRBestPractices #SHRMPeople

As a leader, do you manage workload well? The implications of not managing the workload in your org are significant: ⚠ Unfair distribution of work ⚠ Overwhelm ⚠ Confusion ⚠ Resentment ⚠ Stress ⚠ Productivity Dips ⚠ Accusation of bullying & discrimination ⚠ Presenteeism ⚠ Absenteeism ⚠ Disengagement ⚠ Apathy ⚠ Burnout ⚠ Workers Comp. Claims ⚠ Or worse - breaching regulatory requirements. It may seem like a simple thing but... But it is often cultural. It can benefit from a systemic approach starting at the top. It often requires a review of an organisations Strategic Purpose & primary reason for existing. It often requires the Executive to review their Strategic Priorities to ensure they are providing clear direction. It requires Leaders to feel confident to decide what NOT to do, to be empowered to prioritise and to be able to hold good boundaries. 🚫 It's not enough to train employees on time management or resilience. 🚫It's not enough to rewrite policies, process & procedures. 🚫 It's not enough to train managers on how to delegate well. You also need: ✅ A strategic approach to workforce planning. ✅ Reliable data & analytics to inform workload management decisions. ✅ Process Optimisation initiatives to unpack how things are done ✅ Clarity on av. time to complete tasks ✅ Clear expectations & open communication. ✅ A workforce connected to the organisations purpose, vision and goals ✅ Employees who are motivated & inspired to perform at their best. ✅ People who have the skills they need to perform the duties of their role And more! #leadershipdevelopment #leadershipcoaching #organisationaldevelopment #culturaltransformation #businessstrategy #Organisationalimprovement #performanceimprovement #organisationalcapability

Good Morning. Sometimes you risk and take up an opportunity that you may or may not be an awful decision, well that is what happened oh my!!!! 😪 😪 Those employers who hire to micromanage please don't hire, because you bring in a professional and then you want to control him, well it won't work, do know that he is a professional and has skills and can go anywhere, where his skills are appreciated, these are my 2 cents on micromanagement. Micromanagement: The Confidence and Motivation Killer Micromanagement does more than just disrupt workflow—it crushes employee confidence and motivation, turning capable professionals into disengaged workers. When every decision is scrutinized and every move is controlled, employees start to doubt their own abilities. This lack of trust from leadership sends a clear message: “You’re not capable of handling this.” Over time, employees internalize this belief, causing their self-esteem and confidence to plummet. Motivation also takes a hit. Why go the extra mile or try something new when you know your efforts will be overruled or micromanaged? The result? Employees become disengaged, doing the bare minimum to avoid scrutiny rather than striving to make a positive impact. Instead of being proactive problem solvers, they adopt a passive mindset, waiting for instructions and approval for every step they take. In the long run, micromanagement creates a workplace where employees are less likely to take initiative, contribute fresh ideas, or feel a sense of ownership in their work. To foster a thriving, innovative team, leaders must replace micromanagement with trust, empowering employees to make decisions, take risks, and drive meaningful change. #Leadership #EmployeeEmpowerment #WorkplaceMotivation #TrustMatters #PositiveImpact

https://lnkd.in/gJN5KWsA 1) When Managers Lack Self-Awareness Warning signs that a manager lacks self-awareness include: Becoming defensive in response to constructive feedback Preferring not to delegate tasks, even when they don’t have the right skills for them Seeking approval from senior stakeholders for decisions they should be able to make independently 2) When Empathy Is a One-Way Street Signs that employees lack empathy towards their manager include: Believing they have the skills required to do their manager’s job Unwillingness or inability to adjust to their manager’s working style Believing their managers are solely accountable for achieving team goals 3) When Manager-Employee Relationships Are Unproductive 4) When Employees’ Work Doesn’t Align with Goals Only degrees cannot make u good manager. Manager can make or break companies. Must read for managers employed in health care industry.

Micromanagement Negative Consequences: Micromanagement refers to a management style where a manager closely observes or controls the work of their employees. While it may stem from a desire for quality and control, it often has several negative consequences: 1. Reduced Employee Morale: Constant oversight can make employees feel undervalued and distrusted, leading to lower job satisfaction. 2. Decreased Productivity: Employees may become less efficient when they feel they need to seek approval for every task, slowing down their work processes. 3. Lack of Initiative: When employees are micromanaged, they may hesitate to take initiative or suggest improvements, stifling creativity and innovation. 4. Increased Stress: A high level of scrutiny can create a stressful work environment, leading to burnout and higher turnover rates. 5. Poor Team Dynamics: Micromanagement can disrupt teamwork and collaboration, as employees may feel less inclined to share ideas or work together. 6. Limited Skill Development: Employees may not develop their skills fully if they are not given the autonomy to make decisions and learn from their mistakes. 7. Resistance to Change: A micromanaged environment can lead to resistance to new ideas or processes, as employees may fear that any initiative could be met with disapproval. 8. Ineffective Use of Management Time: Managers may spend excessive time overseeing minor details instead of focusing on strategic issues and higher-level responsibilities. 9. High Turnover Rates: Employees who feel stifled by micromanagement are more likely to seek opportunities elsewhere, leading to increased recruitment and training costs. In summary, while micromanagement may be intended to ensure quality and control, it often backfires, leading to a range of negative effects on employee engagement, productivity, and overall organizational health. #management #micromanagement #leadership #strategy #policy #excellence

How to alleviate middle manager loneliness… Middle managers are the backbone of any organization. But they're crumbling under a silent crisis. The shocking truth: → 50% of managers feel lonely in their roles → 58% struggle with decision-making confidence → 70% of middle managers feel unsupported It's a silent crisis killing productivity and innovation. Why? 5 hidden loneliness traps: 1) Pressure from above and below 2) High-stakes responsibilities 3) Limited peer interaction 4) Unclear career paths 5) Work-life imbalance I was that lonely middle manager once. Overwhelmed, isolated, and on the brink of burnout. Everything changed with this approach. Establish a 'Culture of Connection'. My 6-step framework:  1. Build Trust a. Schedule 'honest hour' sessions b. Implement 360° feedback loops  2. Grow Empathy a. Reward 'empathy in action' b. Train in emotional intelligence  3. Prioritize Health a. Mandatory 'disconnect days' b. Provide executive coaching  4. Empower Choices a. Delegate high-visibility tasks b. Implement 'decision journals'  5. Boost Connections a. Launch peer mentoring circles b. Create cross-department projects  6. Build Psychological Safety a. Celebrate 'productive failures' b. Build an authentic feedback culture The results after 6 months: + 28% increase in innovation + 40% drop in managerial turnover + 35% boost in employee engagement Lonely managers cost you money. Thriving managers drive success. How are you addressing isolation in your leadership team? Follow Matthew Wilkinson Reshare to help others P.S. Want the full framework? DM me for a free copy.

#100CareerTruths — Truth No. 89 Your manager isn't your enemy. They aren't your friend either. —— One of the most common complaints that I hear from the folks I coach is that they have 'bad managers'. Upon digging a little deeper into the source of this discontent, I find that some of it stems from a desire for a cordial and easy-going relationship with their manager. It's almost as if they want to be friends with their manager. By definition, your manager cannot afford to be your friend at the workplace. The reverse holds true as well, even if it may not be apparent. This isn't because of some steadfast rule about developing relationships at the workplace. It's because managers can seldom accommodate such dynamics into their managerial framework while still being expected to deliver and perform at work. The ideal organisation would have no managers at all. Everyone would operate as an individual contributor (IC), work would be distributed according to experience and expertise, and everyone would just do their thing. Unfortunately, we do not live in an ideal world. As the headcount goes up, organisational complexity also goes up. It's at this point that professionals are brought into to tame the chaos. This is how managers came to be in the first place. The mandate of a manager is to look at the members of an org as levers to deliver business outcomes. Good ones will add empathy and sustainable performance as constraints. The not-so-good ones will not. Such an individual is not in a position to operate as either a 'friend' or an 'enemy', and viewing them as such is detrimental to your career. Even if you do come across a boss who appears to 'have it out for you', try not to see them as an enemy, but a leader whose managerial style is incompatible with yours. It will spare you from a lot of needless suffering down the line.

An insightful study with compelling data. Key focuses on the 4 main reasons managers fail. Additionally, opinions, factors, and tools on how to reduce the risk of manager failure from 48% to just 5%