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Posted by Rowan O'Grady, Hays Canada President, on Tuesday, May 10, 2016
You wish you got more support and direction, but your manager takes a hands-off approach. Or you're a team manager who wants to avoid micro-managing, but your team isn't clear on their priorities.
According to the first Hays "Fit" report, this miscommunication around direction is one of the most common workplace mismatches. What can you do to fix it?
There is a significant gap between employers and employees expectations around the conformity factor of fit. The average professional population wants their tasks to be prescribed to them, whereas employers are more flexible, expecting their staff to be more assertive than their current preference.
I think there is a misunderstanding about what micro-managing looks like, and a fear on the part of managers to get it wrong so they swing too far the other way and leave employees feeling a little stranded. Employees actually want to be “told what to do” a bit more than employers expect.
Employees want clear direction. Employers could be confusing empowerment and direction. You may think you are empowering someone but instead are confusing staff by not providing direction. People want clear direction. Once they have that, they then want to be empowered to make it happen.
Be clear about your expectations for direction. If your manager is not giving you enough information and feedback it could be because they think they're giving you the freedom to manage your own tasks. Use the performance review process to give feedback and ask for specific support such as a weekly priorities list.
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