(Nanager): an overworked, underappreciated, babysitting manager
There is a difference between a manager that inspects work, has a high quality expectation from their employees and a Nanager. No, that’s not a type, just a word used for a leader setup for failure in more ways than one.
I am tired of reading these articles about employees and how frustrated they are about their micromanaging leaders; the truth is many employees should be swept out of the business instead of being babysat if their work is inadequate. Leaders that have high levels of trust and low performance are often praised for being that fun and cool boss who usually have short lived careers or remain stagnant in their current role for years.
My suggestion is to always measure what you manage, and bust your butt making sure your employees have the tools to perform – then back away. Seriously, if you have offered all of the resources on your end to make your teams successful, then allow them to run their side of the business, isn’t that why you hired them to begin with?
Managers that spend countless hours complaining about underperforming associates, and then attempt to prove to the World they are better by completing tasks for others are getting the short end of the stick. Like many things, strong accountability makes up for the loss of morale and making your employees think you are an overbearing, micromanager- NANAGER!
For employees that perform extremely well, start delegating so you can focus your energy on moving associates out of the business that you once started spoon feeding directions. Your job is to lead, to inspect, to support and to make difficult decisions, not to constantly complain about fixing problems and making up for others inabilities. Team members not only despise leaders who don’t have consistent accountability, they often yearn for feedback when it’s not provided.
Most leaders when told they are micromanagers feel the need to step back and let their employees run the show, that’s not what I am suggesting. If you are known as the micromanager, all this means is you need to have the same level of expectation, just far less inspection along the way. After a few months of performance management you should be left with a team that gets you doing the things you should be doing rather than playing the nanny.