Comments on: Reason #41 to Leave the BlackBerry at Home: More Efficient Employees

By: Beverly

Beverly — Mon, 09 Mar 2009 15:17:23 +0000

I actually just did this myself for a week. It was the 1st time in 4 years since I have had my blackberry that I have not stayed in touch. It felt great! And everyone back at the office handled everything just great! It was the 1st time I truely relaxed on vacation!!!

By: Mike

Mike — Wed, 04 Mar 2009 20:57:55 +0000

This is kind of the “One Minute Manager” approach. My favorite line of that book is when the employee comes to the manager and says “I have a problem” and the One Minute Manager responds, “Great, that’s what we hired you to solve.” — Empowering employees to be able decisions, big or small, is a huge boost to the employees morale as well as helps define the company culture. The CEO/President/Owner is used to having everybody come to him/her and it becomes overwhelming (and sometimes a waste of their time) when their job is to have the vision – express the vision – and empower better people underneath him create the vision.

By: Richard

Richard — Wed, 04 Mar 2009 19:48:40 +0000

I have to agree. I have owned my own retail business now for 19 years and probably during the last 7-8 years I have not called the store when I have been out or on vacation. There are always small “fires” that need to be extinguished, but what can YOU really do if you are a 1000 miles away. They know how to get a hold of me if there is an emergency. They usually handle the situation like I would have anyway and I believe they feel empowered and that they are trusted. I have a stress free vacation and I thank them when I return!

By: Aaron Strecker

Aaron Strecker — Wed, 04 Mar 2009 19:31:38 +0000

The idea is succession planning for decision making. We plan for who will take over the job if someone leaves, but what about when they are still employed and just plain unavailable at the time the decision needs to be made? Plan for that too.

In the anecdote, I don’t mind the idea of pushing decision making down to the employees. However, if you give them the expectation of what you want, then you may get the desired outcome sooner, easier, and with less stress to them.

By: Angela Jones

Angela Jones — Wed, 04 Mar 2009 18:16:21 +0000

Although potentially very risky, you want to know you have employees that are capable of decision making. Besides, if in two weeks the company tanks you have to ask, “Do I have the right employees in place?”

Way to go!

By: denie

denie — Wed, 04 Mar 2009 17:52:39 +0000

what about the boss who strives for perfection for himself and others and no matter what decission is made by his staff, it’s never the “right” decision or the way he would have handled it…

and, he has a difficult time delegating because it won’t get done they way he would do it… makes the staff feel very inadequate….

By: Elise

Elise — Wed, 04 Mar 2009 17:29:19 +0000

What this manager did reminds me of a study done on accident rates in an area where traffic signs were reduced or removed. Amazingly the rates dropped. When drivers were put in a position to make decisions without input, they made better and safer decisions.

The same holds true for employees. Given the opportunity to operate independently, they make decisions that help the company move forward.

By: Ellen

Ellen — Wed, 04 Mar 2009 16:55:33 +0000

Some managers would be afraid that not being in charge for that length of time and allowing employees to think and solve problems on their own might demonstrate a real lack of a need for a manager – others might see it as an opportunity to really engage employees and add value to the organization in other ways.

By: Patrick

Patrick — Wed, 04 Mar 2009 16:41:48 +0000

What a wonderful test but if the culture is not aligned to letting them make decisions then the group will feel alienated and resent the manager for abadoning them for his own selfishness. But done right this is what prepares employees for advancement. I have learned that as long as I make the final decision then all decisions are funneled to me to make out fear of making a mistake. You should give the employees the tools, training and resources to help them do their job then get the heck out of their way. With follow-up and progress reports employees learn how to manage the day to day stuff while the manager can focus on steering the company.

By: Steve

Steve — Wed, 04 Mar 2009 16:24:43 +0000

We have signs posted on the managers office doors that say:
“If you have a problem, make an appointment at the front desk, if you have a solution, come on in” I think that says it all.