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We often find managers mentally exhausted. And it’s not always because of the heavy workload. But because of inefficiencies in their existing way of doing things. 

Keeping a tab on what each person is doing, remembering it simultaneously, and collecting all this information from multiple sources creates chaos for a manager. They are also the mediators between their superiors and their team. Which puts further responsibility on them. 

At the same time, constantly being followed up for work doesn’t work well with the morale of team members. It creates an atmosphere of being micromanaged which makes the working space unhealthy. 

So, it is evident that consistently following up ultimately hampers productivity. However, we indeed need to track the work of our teams. But there is an increasing need to build a smoother process for it. 


Why do managers feel the need to constantly follow up?

Trust binds team members together. But lack of it results in consistent follow-ups. The need to stay updated on the status of all work comes from a lack of faith in your team members. 

Now in most cases, this may come from a place of concern, poor past experiences, and a genuine interest in the growth of the teammate. But even then it needs to be considered how this process is taking place. 

When you are working with people, you are not just a manager and a team. You are two individuals playing their part in the growth of your company. You share a working relationship. Hence, it is essential to have mutual respect and build this relationship on trust just like any other relationship. Otherwise, it is bound to make things difficult for everyone involved.

How do employees get affected by this practice?

Constant follow-ups lead to demotivation. Imagine your boss asking you about the progress of a task twice a day when the task is going to take two weeks to complete. 

Constant follow-ups send a message that you don’t have faith in your team members for doing the job. This eventually makes them lose interest in their work and they end up doing it just for the sake of it. Due to this, their productivity and performance get seriously affected. Their creative aptitude is reduced often leading to burnout. In such a case, they cannot act as valuable assets to the company. And this lack of a good mechanism leads to the loss of great potential that you could have utilized in your team.


But will eliminating this practice solve the problem?

This is a very common practice and most of the time it gets overlooked. Because everyone involved feels that it has been happening for so long, this must be the natural way of things. Which is it is difficult to identify the loopholes in this practice. And even if you do, there aren’t any better ways of working that can solve the problem. 

At the same time, the main purpose of tracking your team’s work has to be fulfilled at the end of the day. Without that, the company won’t be able to function. 

So what can be done?

It is evident that we need to monitor our team’s work and track their performance but the traditional ways of following up are not the right ways of doing it because it is doing more harm than good in the long run. 

Instead of micromanagement, a healthy way of working would promote self-managed teams. That will create confidence in team members and help them in giving their best performance.

One of the best ways to solve this problem would be to make use of modern technological tools. Tools that can help the management in your teams. A tool that can act as the extended arm of the manager and employees. Tools that can become the mediator in communicating the information on behalf of each other sometimes so that every individual working in that organization can make the best use of their efforts and effectively help in the growth of the company. 

Aahana Prasad

Product Specialist and Observer

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