Micro-Management Leadership Lessons to Learn From The Minions

Happy Tuesday LinkedIn Leaders

I'm sure you've heard about the "Minions," those yellow creatures from the Despicable Me movies. They are cute and fun to watch, but they can also be a little mischievous if you don't keep an eye on them. In this article, I'll show how managers can learn a thing or two from these little guys as well as why employee empowerment is so important for organizations today

People can be difficult

I'm sorry to say that people can be difficult to work with. I know how difficult it is to manage, lead and motivate people. People are also difficult to communicate with and please. But don't worry: we're working on a solution for these issues!

It's called the "Minion Method". The Minion Method will make communicating with your colleagues easy—so easy that it makes you wonder why in the world you've been struggling so much up until now!

The Minion Method works by giving everyone a chance to express their opinion at every meeting, no matter how outspoken they are or whether they have anything useful to say.

The idea behind this method is that by giving everyone an equal chance at speaking out during meetings (regardless of whether they actually have any useful input), all employees' voices will be heard equally and everyone can contribute equally towards solving problems together as a team.

Managers need to change their leadership style

If you're a manager, you need to change your leadership style. It's not just about the micro-management and all that stuff. I'm talking about how you should treat your direct reports. You have these relationships with them—but they can be really hard to maintain sometimes.

Managers should understand that if they're going to be successful, then they have to give up some of their micromanagement and control over the employees' lives so that they can let them grow as people, and allow them time for things like family or friends or other ways in which they develop themselves outside of work.

Managers need to give up some of the micromanagement

There's a reason that the word "micro" is right there in micromanagement. It means you're going too small, and you need to go bigger.

The next time you feel yourself stepping into your directors shoes, try this: before you give the order or ask for clarification, stop and think about what it is you really want from your employee.

1. Do you really need to know every detail at all times?
2. Are there times when some autonomy would be better than being held back from making decisions on their own?

Trusting someone doesn't mean giving up control; it means trusting them enough that they'll make good choices about how they work with others and handle certain tasks—and being confident enough to step back and let them do so without feeling like everything hinges on whether or not you approve of their methods.

Direct report relationships can be hard to maintain sometimes

While this is a great way to establish a clear reporting structure, it can be difficult for the manager and his or her direct reports to maintain a healthy relationship if they don't communicate effectively. To ensure that you're communicating effectively with your team, there are a few things that you should keep in mind:

• Be open-minded. It's important that you listen to your team members' ideas and try not to dismiss them out of hand as soon as they present them. This will show them that their voices are valued by the company and encourage them to continue being creative and innovative in the future.
• Understand each person's strengths and weaknesses. If one member of your group has strong organizational skills but struggles with making decisions on time, it may help him or her if you assign responsibilities based on these strengths so that he or she doesn't feel overwhelmed by having too much work at once (or makes any mistakes).

When managers start giving more power and trust to the employees, they become excited and motivated, which results in teams being energized to produce a better product.

Providing your team with the right tools, resources and opportunities can help them to become more productive. When managers start giving more power and trust to the employees, they become excited and motivated, which results in teams being energized to produce a better product.

This is also true when you give your team members a chance to take the lead on projects or tasks that they are passionate about. You’ll notice a positive change in their attitude towards work because they feel like they are making an impact on things that have meaning for them personally rather than just following instructions blindly without being able to take ownership of their own responsibilities.

Promoting cross-functional collaboration within the company will not only improve communication between departments but also increase productivity because everyone has access to all necessary information at any given time without having any delays due to miscommunication between teams (which often happens when people from different departments communicate with each other).

Conclusion

All in all, there are many reasons why managers should be more flexible and less controlling. The most important thing is to acknowledge that people are not robots and that humans need time to develop as individuals before they can be productive members of the team.