Leaders, what does your hiring process look like?
In my experience it has evolved to include personality assessments, skills tests, a look at experience, aptitude tests, EQ scales, reaching out to references, and reviewing outcomes from previous interactions.
We do so much now to increase the likelihood that a new hire is the right hire. We put in weeks of time and effort to try and hedge making a poor hiring choice.
So, with all of this upfront investment in making a solid choice, why is it then that some of us make the mistake of thinking that we need to act as a corporate babysitter?
What is corporate babysitting?
Here are a few examples:
- It’s watching the clock to make sure that your employee is sitting at their desk for a specific number of hours each day.
- It’s monitoring or blocking access to social media and online interaction, or even reading new sites, while on ‘your’ time.
- It’s not allowing them to work from home or perform their duties remotely for fear that they will do something other than what you ‘think’ they should be doing.
It’s micro-managing these incredibly capable adults within an inch of their lives and creating an environment which says “If I can’t physically see you or control how to work, then I do not trust that you are able to deliver”.
You take the time to seek out and hire on the best talent you can afford, and then turn around and insist that they ask your permission to go to the dentist.
That, is corporate babysitting. And it is killing productivity, morale, and everyone’s ability to do great work.
This includes you!
If you were to calculate all of the time you would save, if you focused on your own job as opposed to how everyone else is doing theirs, imagine how much you could accomplish.
So, how do you move away from this burdensome behaviour, relieving both your workload and their resentment?
Hire great people. Then leave them alone.
Of course this doesn’t mean that you should do away with KPI’s or benchmarking, or that you should apply a sink or swim approach to leading your team.
But you do need to remember that you have hired some pretty awesome adults to contribute to the success of your organization.
Does it matter if they took a 90min lunch, but still execute on their objectives?
Does it detract in any way from productivity if they are working remotely and still getting things done?
Stop equating # of hours present to successful execution.
You provided an objective and a timeline for finishing something to your team.
You are there to support them when obstacles present themselves, and are available to give and receive feedback.
Yet, if your definition of a strong employee is tied to the number of hours that you can physically see them sitting at their desk, then you are behaving like a manager that does not trust them to deliver on their responsibilities.
Great employees are able to find creative and innovative ways to get the job done and on time.
This may take some individuals 90% of the time allotted, and for others it may take 30% of the time given.
Rather than punishing them for doing it effectively and efficiently, and insisting that they stay physically present until the very last second of the work day, why not reward them with the gift of self-monitoring.
When all is said and done, which outcome is important: the number of hours someone sat in the office, or the results?
Treat Your Employees Like the Adults They Are.
As an adult, when your parents start to ask questions about where you are going, what you are doing, how long you will be, insist you should go to bed earlier, say you’re working to much, that you need to eat better… we all have that feeling of, “Mom! I’m an adult, I got this!.”
Bring this mentality into the office and the same is true when you continually bombard your employees to provide you with every step they take throughout the day.
Your job is not to micro-manage every detail and every movement that your team members make.
You do not need to lay eyes on them, or chastise them for taking ‘too long’ to chat with a colleague, or try to control their to-do list.
Unless there is a delivery problem, or timelines are continually missed (at which point a conversation must be had), then let your team do what you have hired them to do.
It will open up the levels of trust, increase engagement, and show your employees that you know that they will deliver.
In fact, there is some great data that shows that this will even boost productivity. How about that?
Leaders are allergic to the idea of babysitting their teams, because they know that — just as they are able to perform without a corporate nanny— so are the adults working on their team.