How Micromanaging is Hurting Your Business

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Came across this post and I thought I share it with my readers, because I agree that micromanagement limits any company’s potential and could harm the business.


Busy or Productive?

Being always busy does not mean that you are actually getting anything done!

“I don’t have time” , “too much to do” , “didn’t have time to read your email” , “ImageNo didn’t see your message, I am overloaded”

Familiar with these sentences? You are busy busy all the time but unfortunately you are not productive.  You can be overloaded and you can have a lot of things to do but yet you can get things done.

Time and priority management are the keys to success!

1- Prioritize your tasks. What is urgent comes first then what is important then normal tasks.

2- Don’t accept interruption while you are doing something. Interruption is a waste of time and effort and causes erroneous output. SO unless it is really urgent, once you start a task don’t leave  it until done.

3- Read your email and any form of messages you receive once you get them. Sometimes you’re concentrating in the task at hand but the incoming message could be related and will cause you to redo a lot of work unless you read it on time.  So go through your messages quickly once received and read carefully the ones you need to read now and then once done with the task at hand start reading the rest. Sometimes the reply is as simple as “Received thanks”, but people need it so do it!

4- Shorter job first is a valuable advice.  If you have something that will not take time and is very simple, why make it wait for a task that could take days? waste of time and effort.  Get all the small tasks out of the way and then give the time and concentration to the long tasks. You will be amazed that finally your pipeline is not full of yet to do tasks anymore because you simply planned your time right.

5- Stop trying to show everyone how busy and overloaded you are and get down to work and get things done!  When people see how much you accomplish they will appreciate you. But when you talk all the time about how busy you are and then the size of your output is negligible no one will acknowledge your being overloaded!

6- Focus on being productive not busy

7- DO it NOW not later!

Effort is very good and most appreciated but without accomplishments, real output , getting things done, effort becomes meaningless!

So stop whining all the time about putting a lot of effort, put it right and in the right way and on the right time and you yourself will be proud of how much you accomplish.

Positive Management effect on Productivity and Turnover rates

As part of my MBA, the objectives of my thesis research is to be able to prove that:
1- As part of Organizational Development, Organizations need to deploy positive management strategy to achieve their goals.
2- Show the good effect of positive management on motivation and hence productivity and turnover rates.
3- And accordingly the final target should be being able to set some guidelines to organizations on how to deploy positive management strategies. The research assumes the following hypothesis and seeks to prove it:
Positive management strategy is the way to motivate employees, increase productivity, decrease turnover rates and hence accomplish organizational goals.

Positive management is defined as a style of management that helps organizations build a competitive advantage by adopting management techniques that encourages employees to give their best instead of stressing them out to perform. Positive Management is about making good relations with employees to inspire them to give their best. It is about giving employees a reason why they should get up early in the morning to come to work every day to give their best and deliver. Positive management is very much related to organizational culture. Organizational culture is a set of values, understandings and beliefs that company members share together and positive management is about working within those beliefs and nurturing them to make employees motivated to get the job done. It is about realizing that people are the most valuable company resource and hence must be treated as such to make them belong to the place and want to give their best. Positive management is about building and sustaining a competitive advantage to organizations.

As part of the research I conducted a survey that received 234 answers with the following results:

a manager who fails to adopt positive management is resp for loss of prod

a stressful environment negatively affects productivity

consulting employees

do you believe management strategies have direct impact on employee productivity

how imp is it that your manager cares about your development

how important is it to adopt a motivational technique

how important is it to have a motivational plan

how would you define a manager who gives an inspiring tip every morning

if communication channels are closed

if manager demands and never accepts discussion

if manager fails to motivate u achieve your full potential

if manager listens coach and train would this positively affect you

if not innovation

if not treated with respect would you resign

if your manager doe sany of the following would you resign

if your manager is not your role model

keep a list of achievments

why keeping a list of achievements does not matter to you

would keeping a list keep you enthusiastic
male female percent

management strategy is more important than money

manager should coach and is responsible if emp fails to deliver

manager takes all decisions and does not consult

no clear strategy to follow

number one reason to resign

putting all considerations aside would you resign

reaction when you excel and never receive appreciation

relation between management behavior and employee well being

those who said no won't resign if bad manager mentioning the reasons why

unfair perfromance evaluation

years of work experience


What do you think? What conclusions can you derive from the results?

Good advice for start ups

Failures and breakthroughs - exposed, reflected, considered

Let me start by stating the obvious: humans are irrational.

Let me give just one illustration of our irrationality. Climbing. Why do we climb? Some mountains have picturesque and pleasant landscapes, forests or flowery fields. Some happen to have spectacular views from top when weather conditions allow. Apart from those few – and they are in relative minority – serious mountain climbing (anything above 4,000m and even many lesser ones) implies significant effort and investment; rewards, i.e. the usual goals of reaching the top and view from the top, are usually less than what we expect.

How do I know? I climbed a number of peaks in European Alps including the highest one in mainland Europe, Mont-Blanc. And only few weeks ago, I came back from Tanzania, where I climbed Kilimanjaro.

Kilimanjaro, consisting of three volcanic cones, is the highest mountain in Africa and the tallest freestanding mountain in the…

View original post 2,165 more words

Is Management Dead?

Do we still need managers? or is it about Leaders now?

We always say that We need someone who inspires employees, a role model, someone who injects the culture of innovation in the organization, someone who makes employees have a sense of ownership and hence become willing to take the lead …. All are traits of Leaders. So are managers needed?

Going back to the saying: Management is doing things right, Leadership is doing the right things …could resolve this question for us.

Leaders draw the road ahead and lead you in the right direction, managers make sure that you get there.

So no management is not dead, but is it done the right way? In my opinion management is the main reason behind the failure of many organizations to reach their goals.  It is managers’ main role to motivate employees to help them achieve.




It is managers who help employees walk through the path the leaders draw.




So choosing the right manager in the right place is critical to the success of an organization. Steve Jobs said:

“My model of management is the Beatles. The reason I say that is because each of the key people in the Beatles kept the others from going off in the directions of their bad tendencies.They sort of kept each other in check. And then when they split up, they never did anything as good….”

Management should create the harmony that makes people want to give and able to work together. Without that management will kill all chances for success of individuals and hence the entire organization.

Is it your career, your plan? Or should companies take part?

Just read this post:

And I thought, is it really entirely up to the employees to devise their development plan and act on it? OR should companies take part?

What I think is it should be a mutual responsibility. Yes, employees should work on themselves and have their own development plan if they want a career. But companies also have to nurture this if they want to excel. Companies that dedicate budgets for employee development, by maybe sharing expenses with employees often do better than companies that don’t. When employees feel that their company cares they do their best to develop their skills to perform better and hence get promoted. Companies will not devise the path and help achieve it, they will only help out by offering special packages, discounts, sharing of expenses, promotions if certain degrees are earned …..This will definitely create a sense of belonging to the place and will motivate employees to do their best.

What do you think? …..

Waiting to hear your thoughts

Do you believe yourself?

When you blame your employees for every mistake, do you really believe yourself? is it their fault all the time or did you do something wrong that caused the problem and you don’t want to admit it?

In this article statistics are shocking:

The study of 700 people by Florida State University’s College of Business found that nearly a third of workers in the past 12 months had experienced the “silent treatment” from their manager or supervisor.

This rose to 37 per cent who said their manager had failed to give credit when it was due, with a similar percentage complaining their supervisor made negative comments about them to other employees or managers.

Nearly four of 10 said their supervisor had failed to keep his or her promises and a nearly a quarter said he or she had invaded their privacy.”

Be honest with yourself and judge, do you really do these mistakes? I believe that often employees under-perform because their managers fail to get the best out of them.

Check out this list and if you do any of that, you need to erect your path and make a new start with your employees:

1- Do you promise and fail to fulfil?

2- Do you fail to acknowledge achievements and good results?

3- Do you focus your recognition on a couple of super performers and supress the rest?

4- Do you fail to have a clear performance evaluation criteria and methodology?

5- Do you micromanage?

6- Do you fail to offer an effective training and development program?

7- Do you fail to become a role model in time management, planning and throughput?

8- Do you fail to win the trust and respect of your employees?

If you have even a one yes from the list then you need to work on yourself before judging your employees.

Bad managers and their effect on productivity – Survey results

In my last post, I was claiming that bad managers cause employee demotivation and hence decrease productivity and increase turnover rates.  I conducted an online Survey and here are the results:

226 people participated in answering the survey and the outcome was:

1- In answering the question of “If you had the bad manager described in question 1 would you think of resigning?” – 67.3% answered YES

2- In answering the question “Do you think you can give your full potential and be productive with a bad manager” – 80.5% answered NO

3- In answering the question of “Assuming you work with a bad manager now will you think of quitting” – 67.3% answered YES

4- In answering the question “Do you personally think that a bad manager can negatively affect productivity and increase turnover rates” – 97.3% answered YES

5- In answering the question “If you have a bad manager and you don’t quit it is because…” – 50.5% answered can’t find a better opportunity and 42.7% answered can’t find another job with the same or better salary.

6- Amazingly the answers to the question “How many bad managers did you encounter in your career” were:

52.3% said 2 -5

32.3% said only one

3.2% said 6 – 10

0.5% said more

and the ones who said None were 11.8%

This means that there are a lot of bad managers out there!

Below are the results in graphs:

Bad managers and their effect on productivity

I am claiming that a bad manager will negatively affect productivity, hinder organizations from reaching their goals and cause high turnover rates. Please take the time to answer my survey below to tell me what you think….This is part of my MBA reseacrh work so I would very much appreciate it if you can do it and spread it to all your contacts to answer it too….. I need as many answers as possible to have accountable and objective conclusion


Click here to take survey