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Quiz: Are You a Micromanager or Do You Just Lack Systems?
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Quiz: Are You a Micromanager or Do You Just Lack Systems?
Quiz: Are You a Micromanager or Do You Just Lack Systems?
by
Andrea Jacques
Despite knowing that micromanaging is not the most effective use of their time, most managers struggle with getting employees to uphold standards and achieve results. (And to be fair, the employees are often just as frustrated.) In many cases the culprit is simply a lack of written systems or a failure to use the systems that exist. This quiz will provide you with some direction on which systems you need to put in place to eliminate (or at least dramatically reduce) your need to micromanage your team.
Step 1 of 4
25%
Hiring Systems
We have written job descriptions for every position in the company.
Yes
No
We review job descriptions for all employees on an annual basis to ensure they reflect any changes to the role.
Yes
No
Our job descriptions include the core purpose and key performance indicators for each role, as well as an indicator of the percentage of time spent in each key area of responsibility for that role.
Yes
No
We have identified the core competencies required to be a top performer in each role.
Yes
No
We have written interview questions (for first and second interviews) for each position that assess the core competencies required for that position.
Yes
No
We have a written system for checking references and check references prior to offering a candidate the position.
Yes
No
Onboarding Systems
We have an Employee Policy Manual in place and review it annually to ensure that it is updated to reflect any changes in the company and compliant with the law.
Yes
No
We take time during our employee onboarding process to review key policies in the manual with employees that have the most potential for causing challenges down the road.
Yes
No
We have up-to-date Operations Manuals for all elements of each role.
Yes
No
We have a clear process in place to check in with the new employee to review their performance on a weekly basis during their first three months.
Yes
No
We have clearly defined our culture in written form and our onboarding training includes specific examples of how this applies to each employee’s role.
Yes
No
Performance Development Systems
We have (and use) a formal system for setting performance development goals for every employee at least once/year.
Yes
No
We have (and regularly use) informal systems for providing regular performance feedback to employees on an ongoing basis in between formal “performance reviews”. (e.g. weekly meetings, staff recognition and rewards, peer coaching, coaching from manager, etc.)
Yes
No
Our entire team has received training in effective communication skills and how to give and receive feedback to team members to improve performance.
Yes
No
As a manager, I set an example of being open and responsive to feedback from my team.
Yes
No
Systems Improvement
We have a clear process in place for keeping all our written systems up to date.
Yes
No
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