Tag Archives: remote work teams

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project micromanagement

Project Micromanagement and Associated Costs

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Working remotely isn’t business as usual, only in a different place. It requires some different skills. Especially management skills. Are you dishing out project micromanagement?

Ask around, no one seems like the concept of being micromanaged. In some cases, managers will tell you it has become a necessity due in-part to poor performance.

I’ve even had people argue that micromanagement is actually more efficient than a more strategic approach to management and oversight.

Micromanagement is never more efficient, it’s a time waster for everyone.

It is a tactical approach, and is not strategic.

It costs more.

Project Micromanagement

Whether you are working closely together in a physical setting, or you’ve had to change things up a bit to accommodate the social distancing standards, project management skills matter.

Certainly, there are technical applications to project management, but largely that is not what I’m referencing. What you may want to consider is your basic habits and approaches to managing work.

Many employee teams are accustomed to completing their work to the eighty percent level. Leaving out about twenty percent of the really hard stuff. They turn in the assignment and then wait for management to ask for revisions or modifications to the work.

Employees who have been closely monitored learned a long time ago that spending extra time to perfect their work only results in having a supervisor critique the assignment causing additional work.

In response, they’ve cut back, and stopped trying so hard. Instead they do a minimum requirement, turn it in, and wait for feedback.

Cases like this are abundant. Supervisors and direct reports alike are pushing work back and forth costing time and wasting energy.

It is a form of micromanaging a project. Tactical, but not strategic.

A Better Practice

Instead, management teams, especially teams working remotely, should consider teaching the strategic aspects of the knowledge and skill requirements.

This in turn will create a culture of employee teams who deliver completed work. Not drafty assignments that waste time.

The psychology of work is largely shared within the culture. However, the culture across different work environments may shift both expectations and performance indicators.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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remote team connections

Remote Team Connections Still Matter

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Are you staying connected? Remote team connections will matter because not only do they keep everyone up-to-date, they create camaraderie that is irreplaceable.

Human interaction has mattered long before we had sophisticated systems that enable commerce opportunities. Long before quality was measured and before customer service became a thing.

As modern people we rely on the people that serve us.

It may be friendly help at the hardware store to make sure we get the right kind of screws. It may be the pet food supplier who gives us comfort that we’re giving our pet the best. Perhaps it is our medical doctor who pauses long enough to really listen and make us feel that someone understands.

In your workplace, there is often more happening than just the art of the actual work performed. There is the fulfillment of other human needs that may not be what the CEO is directly paying people to accomplish.

Remote Team Connections

People working together accomplish more than what a single standalone person may achieve.

There are different talents and abilities, backgrounds and education, and even motivation and team enthusiasm styles.

This is the root why connections still matter. Sure, there are many other aspects of your connections. However, when things split apart and more and more people are working remotely for the greater good of the organization, those relationships are still going to matter.

People are disrupted, disconnected, and many are afraid.

It is during times like this when reaching out, doing the hard and exhausting work, listening, caring, and demonstrating empathy make a difference.

During a disaster or major disruption connections take center stage.

-DEG

Two important webinars are happening soon. Managing Remote Work Teams and Mastering Work From Home.

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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