"It is natural for people who are ambitious to want to find ways to get ahead. Obviously, doing great work is important, but a little self-promotion can't hurt either. After all, if you have lots of direct reports, you may not notice everything that everyone is doing. So, you should expect that the folks who work for you will let you know what they have accomplished. In fact, you should encourage that."
"The most successful people in the workplace are those who find the next task that needs to be done and then makes progress on it without waiting to be told what needs to happen. Unfortunately, a lot of people who report to you may do only what they have been told to do and no more. As a result, you may feel like you need to micromanage your supervisees' to-do lists."
Four common causes of annoyance from direct reports include excessive ingratiation and lack of initiative. Some direct reports mistake necessary self-promotion for sucking up through constant flattery and public compliments, which undermines their influence; managers should acknowledge intent, set boundaries, and redirect focus to mission-critical work. Many employees perform only assigned tasks rather than seeking the next needed task, which creates pressure to micromanage. Managers should set expectations about initiative, clarify priorities, and coach employees toward proactive problem-finding and independent progress to reduce frustration and improve team effectiveness.
Read at Fast Company
Unable to calculate read time
Collection
[
|
...
]