Handholding or Preventing Manager’s Dependency?

You would agree with me that companies are still hiring even during the pandemic, their onboarding takes place and employees are assigned their job roles and all that happens remotely. Isn’t it strange? But fact of the matter is that this is a reality and we can’t avoid it.

In the current remote working environment, both experienced and new hires are expected to work independently, on their own with very little or limited supervision. Every manager knows there are some employees who work well, both independently and collaboratively. Then there are others who need handholding and extra help with seemingly every task and project. Those in the latter group might have appeared in interview session really well and still have potential, but they just don’t show enough initiative once they’re brought on board.

As a manager, it isn’t right or practical to fire anyone who disappoints you at first, even during uncertain times. You need to make sure your employees get what they need in order to live up to whatever you saw in them initially.

Here are a few tips that can help:

1. Listen all the time

Some team members who require added support don’t actually come to you asking for it. They do it for two reasons: They are afraid of you or they shy away. Stop and focus. Initiate a dialogue with that employee and see what he/she is telling you so you can begin to understand their needs better. Chances are that at least part of the reason your direct report needs so much hand-holding is because they aren’t getting clear instruction from you. Don’t decide all on your own what you think your employee needs — take the time to find out. An informal approach usually works best, and sometimes getting out of the office for lunch or a cup of coffee can open up a more meaningful dialogue. In remote working environment, try and talk to them informally. Use video chat so they can see your friendly gestures and tone. That’s not just because your employee is more likely to feel comfortable, it’s also because you’ll have fewer work-related tasks distracting you from hearing what they have to say. Relevant Article: Click here.

2. Patience is paramount

It can be difficult for employees to admit they need extra help or don’t understand something, and some team members who require added support don’t actually come to you asking for it. This can happen more with remote work environment. Whatever the case, it never helps things to show you’re frustrated. Stay calm and patient so your employee knows they can get support and advice from you or anyone else. The goal is to create an environment where all your employees feel safe and valued–regardless of their individual needs–leading them to do better work for you as you build those relationships. It doesn’t happen overnight.

3. Mentor & Coach, don’t manage

Mentoring & Coaching are the new ways in leadership that has replaced the managing part. The truth is that no one can be expected to know everything from the beginning — not even the most talented and promising of your employees. Most managers and business owners have had mentors who have guided them through their own challenges, and it’s important to return that favor when you’re in a leadership position yourself. Helping someone improve their performance can make your own work more meaningful, to say nothing of adding to the value a team whose skills are constantly expanding adds to the company. Relevant Article: Click here.

4. Invest in learning

Employees who demand more of your time and attention doesn’t necessarily mean being personally hands-on all the time. Invest in learning interventions or other resources to get employees the information they need. Sometimes well-tailored professional development opportunities–like seminars, workshops, online courses, and conferences can smartly replace the one-on-one consultation. What’s more, offering a range of training opportunities builds goodwill that pays dividends later; it shows you’re confident in your employee’s abilities over the long term. Related Articles: Click here & here.

5. Always recognize & appreciate

Sometimes the issue isn’t about a skill deficit but of confidence. Some employees actually have in them what it takes to see a task through without any handholding but just don’t think they do. A little encouragement can go a long way whether it’s with a few words of praise or a simple high-five in the hallway. Managers shouldn’t just cheer their teams after they’ve reached a goal, but while they’re working their way toward it, too.

Conclusion

To sum it up, not all members in a team or an organisation can have the same capabilities. The onus is on the manager to identify employees who need extra handholding and prepare a suitable action plan and eventually help them liberate and work with less or no dependency.

Managers must understand that they have to change their own habits in order to make their neediest employees more independent. Conventional wisdom says employees with prior work experience are much better hires than those without. Experienced employees are obviously better all-around because they bring with them valuable knowledge and require less hand-holding. Well, not so fast. New evidence reveals there are unforeseen costs to experience, even if the positives ultimately outweigh the negatives.

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Muhammad Sajwani is the Founder, Managing Director and Principal Consultant at Evolve HR which aims at transforming, enriching and evolving Human Capital of Pakistan. At Evolve HR, him and his team thrives in challenging assumptions that hinder organisational aspirations, by creating innovative solutions that yield maximum impact, scalability & benefit to a wider base of stakeholders. As a Business Coach and Organisational Consultant, Sajwani knows how to combine business insights with people insights to transform organisations and put them on the path to growth.