The topic of micromanagement is important. New age people loving is misinterpreted by business people and HR Managers in that the is a political correctness which suggests that we need to give more to make people feel ok. Giving in the wrong way can be counterproductive and can cause confusion and undue stress. Luckily, in this day-and-age, the convergence of data and processes using technology, can provide a business with opportunities to build sustainable business models which don’t rely so much on artificial means to create value. Some businesses at the top end of town, where the revenue-per-employee and cost-per-employee are at 5 times plus or more, usually have the luxury of creating amazing cultures by displaying lavish things that say, we are better than others. This can be misleading and can provide a false idealised way in which all business should be gauging their people’s engagement and happiness.

To open people’s hearts, you need to allow them to do more with less. Empower them, to be productive and spend their core time on their most important tasks. This is where micromanagement comes in. Micromanagement allows business leaders and managers to stress less, in that they can track and measure employee tasks to ensure their people and not over or under worked (productivity rating). This will allow the business to measure productivity and profitability, which intern leads to better talent management, and allows companies to create culture, then comes higher revenue per employee and well being. This is where open hearts can come together and deliver inspiration. Without the organisation being automated as much as possible, there are too many loose ends which create cost and demotivate people.

This is where collaboration comes in. When collaboration allows productivity and performance to meet in a natural manner, you can a company that can thrive. Some of the micro areas of management within the organisation are things like, process automation, task management, analysis, productivity measures and ratings, Feedback, IP capture and collaboration, feedback and rewarding, performance management and compensation. These will be different for each business, though generally, these elements are able too be measured using collaboration and business automation technology. The idea is not to make people interact less. The idea is, allow people to interact on top priorities and values. Analyse quickly what is working and what is not. Allowing for quick pivots and changes in direction. Create, Measure, Change, Analyse.

People Management and People Managers are under the most pressure to get the best out of people. More-often than not, they are not provided with the tools they need to make a difference. Technology provided are under a lot of pressure in that they need to provide an actual difference quickly. This requires clever change management and implementation automation. Reason being is that the curve which tracks cost with ROI is under pressure when is comes to HR Professionals. Historical, these people have either not been willing to change or have been undermined by legacy which has not enabled them to make the changes they need with minimal risk.

This is where HR technology has, to become even more intuitive. It is not longer just good enough to say that, HR Cloud Software provides best values, just because it does not require capex. Yeah, less footprint is good, but what about the curve. How quickly that the Technology provide positive ROI, a good story to the board. And no, is can’t just allow for standard processes to be done well because every business and HR department is different. Enter the next generation of People Management Software. HR Software that has change management processes built into it, allowing for enterprise changes to be made quickly and cost effectively.

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