Are You Too Hands-Off?

Note from Yann: ?? Hey readers! I’m Yann A?tBachir , every week, I share my practical guidance to help to grow in your career.

In today's article, the 15th in this series, I'd like to discuss a particular type of manager I've encountered all too frequently: the hands-off manager.

If you're wondering if you might be one of these hands-off managers, here's a quick test.

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We've all heard the horror stories about micromanagers, right?

Tons of articles, videos, or podcasts about how bad it is.

In short, Micromanaging stifles creativity, reduces trust, and kills team morale, leading to decreased productivity and higher turnover.

But, from my own observation, in my career, I've actually encountered more ghosts than helicopter managers. ??

I have seen more under-managed than micro-managed teams.

So let's talk about the elephant in the room - the "hands-off" manager. ??

"I don't need to manage my team; they're crushing it!" Sound familiar? ??

The truth is if you can't name your team's current projects or challenges, you might be more hands-off than you think.

And that's not a good thing.

Are you too hands-off? Time to test.

Let’s self assess, let's explore the 7 signs that you might be too hands-off.

1. Project Amnesia ????

Can you confidently list all the projects your team is working on right now?

Not just the big ones, but the day-to-day tasks too?

If you're drawing a blank, it's a red flag. ??

As a leader, you should have a clear overview of your team's workload without micromanaging.

This knowledge isn't just about control - it's about being able to advocate for your team, allocate resources effectively, and provide support where it's needed most.

2. Utopia Syndrome ??

If everything in your team always seems "awesome" or "fine," it's time to dig deeper.

No workplace is perfect, and if you're only hearing good news, one of two things is happening: either your team doesn't trust you with the real issues, or they've given up on getting your input.

Both are bad. ??♂?

A healthy team environment includes open discussions about challenges and roadblocks.

If you're not hearing about any problems, you're missing crucial information needed to support your team's success.

3. The Vanishing One-on-One ???

When was the last time you had a meaningful, scheduled conversation with each team member?

If you can't remember, or if these meetings keep getting pushed back, it's a sign you're too disconnected.

Regular one-on-ones are essential for alignment, growth, and support.

Aim for a consistent rhythm - weekly is non negotiable.

These meetings are your chance to understand each team member's goals, challenges, and progress. They're not just about work updates; they're about building relationships and trust.

4. The Ghost Town Calendar ????

Take a look at your calendar.

Is it suspiciously empty of team meetings, project reviews, decision discussion or strategy sessions?

Leadership involves more than just freeing up your time.

If your schedule lacks these crucial touch-points with your team, you might be mistaking hands-off for hands-free.

A balanced calendar should include a mix of focused work time, team interactions, and strategic planning.

Your presence in key meetings shows your investment in the team's success and provides opportunities for real-time guidance and decision-making.

5. Surprise Departures ????

Has a team member's resignation ever caught you completely off guard?

Engaged leaders have a pulse on their team's morale and individual career aspirations.

If departures are consistently surprising you, it's a sign you're not having enough career development conversations or creating an environment where team members feel comfortable discussing their future plans.

Regular career discussions during your one-on-one can prevent these surprises and help you retain top talent.

6. Feedback Drought ???

Can you recall the last time you offered specific praise or constructive criticism to a team member?

Feedback is the lifeblood of professional growth.

If you're not regularly providing both positive reinforcement and areas for improvement, your team is operating in a feedback desert. ???

They're thirsting for guidance on how they're doing and how they can grow.

Make it a habit to offer timely, specific feedback - both praise and constructive criticism - to fuel your team's development.

7. The Slow-Mo Project ?

Are projects moving at a snail's pace?

Are deadlines consistently being missed?

While it's easy to point fingers, as a leader, it's crucial to consider how your hands-off approach might be contributing to these delays.

Your absence from key decisions or lack of timely guidance can leave your team stuck, unable to move forward.

Being available for quick check-ins, providing clear direction, and removing obstacles can keep projects moving smoothly.

Spot yourself in 3+ of these?

Time to roll up those sleeves and get your hands dirty! ??

The Sweet Spot: Empowering Without Disappearing.

Effective leadership involves balancing delegation with regular communication, active listening, and adapting to team members' needs.

Ensure clear expectations, consistent check-ins, and resources to remove obstacles.

Being a great leader isn't about being perfect.

It's about being present, adaptable, and committed to growth - both yours and your team's.?

It's a journey, not a destination, and every day is a chance to improve.

P.S. Got any leadership hacks that keep you engaged without hovering? comment and share your wisdom. We're all in this together!

Note from Yann: ?? Hey folks! Thanks for reading.

This was the 15th edition of the Simple Leader's Playbook.

I just passed the bar of 1,000 subscribers and thank you all for your support by liking, commenting and re-sharing this newsletter. ??

See you next week.

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