Instead of micro-managing and/or using process metrics, get a grip on goal setting 101. If you have meet with your direct reports (and they have met with theirs) and established clear goals for the performance period, that is a start. Now identify the key milestones implied in those goals, the resources they will need in order to be successful, the obstacles you can help remove for them, when and how you will follow up to lend support, etc. All of these are far better uses of your time compared to micro-managing. Who cares if one person worked fifty hours if they did not produce as much value as the amazing employee who is far more productive in only 35 hours? Which leads me to the issue of morale.

What do employees think when they are micro-managed and forced to punch in and out on a time clock?

• They do not trust me.

• Big Brother is watching.

• Why do I need a babysitter?

In contrast, when you manage outcomes and only get involved in the process to offer encouragement and assistance, employees think in an entirely different fashion.

• They view me as competent.

• I have the freedom to do my work as I see fit.

• I am a professional.

The difference between these two views is not trivial. When you get your head around this way of thinking you will be a lot closer to not only boosting productivity, but employee morale too.

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