Do you still micromanage?

I want to continue exploring the topic of setting goals and to share my thoughts on micromanagement and setting goals ??. 

I truly believe that a modern manager clearly understands that micromanagement kills productivity, motivation, creativity at the workplace and it hinders processes and delivery scaling.

Ok, then what do we have instead? The opposite to micromanagement is management at the macro level, at the level of setting goals.  

The process should happen at all levels, and goals set at each level should be aligned:

?? At the level of an organization

?? At team level

??? At the level of individuals

?? Organizations. The task of C-level management is to coveney company’s strategy to each and every employee, so that the whole company can move towards a shared vector. As of now one of the most effective methodologies to set and manage goals is OKR. It’s simple and effective. To name just a few, these companies use ORKs: Google, Microsoft, Wargaming, Twitter, Uber etc. 

?? Team level. Agile methods offer a clear tooling to set and manage goals at a team and program level. Scrum, Nexus and Less require to set sprint and product goals, SAFe is also explicit that the PI planning event needs to end with PI objective defined. Setting goals is important for Agility as it fosters self organization and self-management. 

?? Individual level.  One of the key facets of people management is to ensure employees professional growth and development. Setting goals is the way to do that. People managers should help employees define goals and help achieve them. 

Set goals, help your employees and companies grow achieving them. 

How do you work with goals? Share in the comments ?? to the post.