Why a Hands-Off Mangement Approach Doesn’t Always Work

Apr 8

Mark Brooks, a management expert, shared his hands-off approach in managing teams. His philosophy empowers employees to take ownership of their work and priorities, while promoting open communication and collaboration. He trusts employees to execute with excellence and timeliness but encourages them to bring up any issues or challenges.

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Why The Hands-Off Management Approach Doesn’t Always Work

While his approach can be a crowd pleaser, managers must be careful. It doesn’t apply to all employees or situations.

First, Brooks’ approach may not work well with all types of employees, particularly those who need more structure and guidance in their work.
Second, it requires a high level of trust between the manager and employees, which can be difficult to establish and maintain.
Third, the hand-off approach can only work in certain situations where the manager or the manager’s boss doesn’t need precise awareness of whatis happening on the team or the issues that may arise.
Lastly, as Brooks notes, it requires significant work on the manager’s part to regularly check-in to get the updates he needs.

A better approach would have five key components:

Clear expectations and goals
Continual evaluation and adjustment
Regular coaching and feedback
Guidance and support for productivity and time management
Recognition and rewards

Clear Expectations and Goals

Setting clear expectations and goals can help provide structure and guidance for employees who may struggle with autonomy.
This can be accomplished through regular check-ins and goal-setting sessions with employees, as well as establishing formal performance metrics.

Regular Feedback and Coaching

Providing regular feedback and coaching to employees can help them identify areas for improvement and develop their skills.
This can include regular one-on-one meetings, as well as opportunities for mentorship or coaching.

Guidance and Support for Productivity and Time Management

Providing resources and training on productivity and time management can help employees develop the skills needed to succeed in a more autonomous environment.
Assigning mentors or coaches to help employees develop these skills can also be beneficial.

Recognition and Rewards

Recognizing and rewarding employee achievements and successes can help foster a positive work environment and motivate employees to continue performing at a high level.
This can include regular recognition programs, bonuses, and other incentives.

Continual Evaluation and Adjustment

Continually evaluating and adjusting the management approach as needed is important to ensure that it is effective for both the manager and the team.
Regular feedback and communication with employees can help identify areas for improvement and guide adjustments to the approach over time.

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Lewis Lin