?? WORKPLACE WELLBEING -v- MICROMANAGEMENT MADNESS

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?? #WORKPLACE #WELLBEING -v- #MICROMANAGEMENT #MADNESS {#infographic}

??? As I posted a few days ago, Micromanagement Madness is massively destructive. It destroys productivity, and causes endless resignations due to mental stress. It must be resolved to have Mental Health and Wellbeing, as I shall explain below.

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?? MICROMANAGEMENT MADNESS

??? Workplace stress arises from absurdly long commutes, caused by companies insisting on commuting to an obsolete office desk.

??? The digital economy reverse all processes: you don't travel to work; work comes to you, anyplace anytime.

??? Related negative stress factors are unpredictable work schedules, long working hours, heavy workloads, limited autonomy, harassment, discrimination, toxic culture, disrespect, exclusion, bad ethics, and abusive treatment.

??? On top of this, micromanagers are clueless about productivity. They think that a person seen sitting at a desk in an office tower is being productive. And they are unable to manage the productivity of hybrid and remote workers.

??? All of this drives the Great Resignation and Quitting. And it is all caused by needless stress.

??? Work is an essential part of life, and people are deciding that their own health and wellbeing must come first. People need a sense of meaning, opportunities for personal growth, and a sense of community.

??? All this creates both an essential responsibility and a unique opportunity for leaders and managers to create a workplace environment that support the health and well-being of workers – which in turn will boost productivity and retention.

??? So, as I said the other day, fire all micromanagers. They are utterly incompetent.

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?? WORKPLACE MENTAL HEALTH FRAMEWORK

??? Then institute a workplace mental health and wellbeing framework, as shown in the infographic, and as proposed by the US Surgeon general. It has 5 key essentials.

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?? 1. Protect from Harm

??? The first Essential of this Framework rests on two human needs: #safety and #security, achieved as follows:

? Prioritize workplace physical and psychological safety

? Enable adequate rest

? Normalize and support mental health

? Operationalize DEIB* norms, policies, and programs

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?? 2. Connection & Community

??? The second Essential requires organizations to create opportunities for social connection and community, based on two human needs: #social #support and #belonging, achieved as follows:

? Create a culture of inclusion and belonging

? Cultivate trusted relationships

? Foster collaboration and teamwork

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?? 3. Work-Life Harmony

??? The third Essential is to avoid and overcome work and non-work conflicts, based on the human needs of #autonomy and #flexibility, as follows:

? Provide more autonomy over how work is done

? Make schedules as flexible and predictable as possible

? Increase access to paid leave

? Respect boundaries between work and non-work time

?? 4. Mattering at Work

??? The fourth Essential is rests on the human needs of #dignity and #meaning. People want to know that they matter and are respected and valued, achieved as follows:

? Provide a living wage

? Engage workers in workplace decisions

? Build a culture of gratitude and recognition

? Connect individual work with organizational mission

?? 5. Opportunity for Growth

??? The fifth Essential rests on the human needs of #learning and #accomplishment, to provide opportunities for intellectual, social, professional, and emotional growth, as follows:

? Offer quality training, education, and mentoring

? Foster clear, equitable pathways for career advancement

? Ensure relevant, reciprocal feedback

?? IN SUM …

??? If you get rid of Micromanagers and implement this Health and Wellbeing Framework, the benefits will be enormous for all concerned. So just do it.

??? If you need my guidance, please be in touch. I guarantee your success.?

Original source of this framework, somewhat modified, redrawn, and reworded by myself, is in the Link:?https://www.hhs.gov/sites/default/files/workplace-mental-health-well-being.pdf