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You also need to realize how long it took YOU to get to this “work quickly” point. Give her the grace as she’s learning to do things your way. Eventually she will figure things out and might event find better ways to get them done. Don’t forget that micromanaging is why people leave their positions/managers.
Thank you! I appreciate you taking the time to respond :) I will def try that and learn to “let go” and trust the process.
Trust takes time. I’ve had to train other managers and it’s difficult to let go but you ultimately have to because that task is no longer your responsibility.
With the things that you “handled yourself” are those processes written down? If they’re not recorded anywhere, the new person has no idea what to do if a step gets missed or what the steps are besides what you showed them.
If you had a process you need to document that process that way anybody can walk in there and do the process because it’s been documented. Without that, you’re just begging for errors.
Thank you for this, I’m going to reassess my processes and make sure every step is documented.
I appreciate the feedback!
Remember that part of delegation is giving folks the tools and regular feed back. But the most important and hardest part is you have to remember to give them room to possibly make a mistake at first with what you’ve delegated. I’m a newer first time manager and it’s hard when you’ve been an individual contributor for so long. But they have to know that you trust them and you have to trust yourself that you are training them properly, and make sure you ask them what they need from you regularly. I recommend taking some trainer, coaching and feedback training on LinkedIn or somewhere. There is really a science to it and a lot of learning theory that helped me train in a why my staff will actually retain based on their style and training based on how the brain’s memory works.
Will she be reporting to you?
I would provide her with the necessary training, introduce her to coworkers and resources that can aid her in helping her learn her new role, and be available for questions in the future.
Yes, she’ll be reporting to me, and then I report to the owner who is my boss.
It’s been hard for me to “let go”and let someone take over my previous duties since I’ve done things my way… but I hate the feeling like I’m being micromanagy…
I appreciate your input tho!
Yikes, no offense, but you sound like my mom! I'm reliving the trauma of having to clean the house over and over because I didn't do it her way. Please don't do that to your new employee.
Figure out which things really do need to be done a certain way for whatever reason - maybe it's a legal requirement, or you need to review the work and for efficiency it needs to be done in a standard practice.
Train her very carefully to follow those processes, maybe have her shadow you, etc. Then, for other things, explain the outcome that needs to happen, show her how you do it, but tell her there is more flexibility and she can change things up if needed.
Since she's new, have a daily or every other day 15 minute check in for a bit to answer questions (and be available otherwise). Encourage her to ask about things when she isn't sure and to propose ideas when she has them. Give her positive feedback when she gets something right, and give her a little grace for a bit but don't hesitate to tell her if something isn't right so she can learn.