tag:blogger.com,1999:blog-2488879425900650696.post5901177645380892636..comments2023-08-09T04:33:01.170-05:00Comments on The Hourglass Blog: The Opposite of MicromanagingEric Lankehttp://www.blogger.com/profile/02955772930132857028noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-2488879425900650696.post-52825956727519892522009-03-19T06:03:00.000-05:002009-03-19T06:03:00.000-05:00Mads: I am not saying that just because I get the ...Mads: I am not saying that just because I get the "presence" request from these two groups, that I have to change and do things the way they expect them. I just realized that I would need to be more explicit with each group about how we do things, rather than assuming they each would like be left alone (as I would have). Generational stuff tends to fill in our "default" settings, but that doesn't mean we (or they) have to keep them that way.Jamie Notterhttps://www.blogger.com/profile/15576618655078397405noreply@blogger.comtag:blogger.com,1999:blog-2488879425900650696.post-42495747634711669362009-03-18T20:58:00.000-05:002009-03-18T20:58:00.000-05:00I've had some experiences similar to the ones Jami...I've had some experiences similar to the ones Jamie describes. In my previous position I was regularly encouraged by my boss to have more of a "presence" with the staff I supervised (some boomers, some Xers, and some Millenials). In my current position, I'm even less engaged with the day-to-day of my direct reports than I was at the old place, and everything seems to be swimming along fine. Fine, certainly, from my point of view, which echoes Jamie's—help them figure out what the direction and tasks are and then get out of their way.<BR/><BR/>I think this issue may be more symptomatic of an organization's culture than the generations that help create it.Eric Lankehttps://www.blogger.com/profile/00449320263122144776noreply@blogger.comtag:blogger.com,1999:blog-2488879425900650696.post-33907799520273075322009-03-18T15:15:00.000-05:002009-03-18T15:15:00.000-05:00I fully admit this is a knee-jerk reaction, but th...I fully admit this is a knee-jerk reaction, but that would drive me completely nuts - maybe why I am so happy having my own business now. Assuming my work was up to par, having the boss/members micromanage on one side and my staff needing to be hand-held on the other is enough to make me want to run away screaming. Particularly as people like me are incredibly "available" - long beyond the standard 9 to 5 hours - even if we're not physically in the office. I think this is about trust - you have to be able to trust that your people can just get on with it and ask you for guidance when they need it, and you have to be able to believe that your higher-ups trust you.<BR/><BR/>Obviously, if it's actually a case of not enough getting done/not enough oversight/not enough communication, then you would need to zero in on what the actual issue is.Maddie Granthttps://www.blogger.com/profile/17736023561843714093noreply@blogger.com