Tag: micromanaging

I admit that I do not like to be micromanaged at work. Desiring clear, direct, and correct instructions; with the opportunity to be left alone to complete the task. But working in Corporate America has proven to me there are employees that must be monitored. An offense, infraction, or some type of gross negligence of policies creates rules. Abused rules cause stiffer rules, micromanaging, disciplinary actions, and terminations.

Although it is true that everyone does not require monitoring. A few undisciplined folks can create restricted environments. There is one set of policies and when they change; they change for offenders and non-offenders alike. Rule followers and rule breakers share the same workplace and the same penalties for abuse of policy.  

Examples of infractions that result in restrictions  for all employees:

• FMLA (Federal Medical Leave Act) this is a policy that allows workers to care for themselves and family members without worrying about penalty or fear of losing their employment. Negligence in the form of abusers sharing photos on social media labeled on vacation. Employees being photographed on amusement park rides while out of work for back problems.  Infractions of receiving FMLA benefits from full time job but working the part-time job. Resulting in extensive explanations from a licensed physician to be approved for leave. Accompanied by a review board to set the amount of leave time, and requiring return visits to the physician’s office for documented updates on progress. Along with calls from the employer to the employee for random check-ins. All because some employees must be monitored.
• Bereavement is a policy to receive paid leave to attend the funeral of family members. Bereavement is a privilege not a law.  Paying death benefits to people attending funeral for non-family members; or members of the family not covered by the policy has resulted in required documentation. Obituaries or other forms of proof must be supplied when returning to work. Requesting to be paid for non- family members is costly to the company, inconsiderate to coworkers, and could result in removal of the policy. 
• There are employees that call out sick during major Holidays and prime vacation weeks. Therefore, Management takes into consideration the call outs when deciding the number of allotted shifts. Offices that are required to open during these times need adequate staffing to fulfill the obligations of the customers. So allotted slots are reduced to make up for the estimated no shows.
• Call Centers have a telephone bill and monitoring systems. When call observations provide evidence of employees on personal calls instead of assisting customers, this becomes problem. The company is paying the employee for a service that is not provided. Other employees are bombarded with calls, there are unanswered calls, and there are dropped calls because of extensive hold times. This cost the company money and can cost the employee their job.
• There are excessive behaviors of employees that restrict the environment. Lengthy smoke and bathroom breaks. Logging into work and immediately going to the break room to prepare meals cut into productivity. Work starts at the beginning of scheduled shifts. Meals at your desk are privileges. Keep the privilege by preparing it before your shift. But misuse cause elimination of privilege; and alternate methods of clocking in and out every time the desk is departed. Forcing Team Leads and Management to check empty desk to make sure the employee is logged out.
• Improper use of company vehicles and supplies not allowed. The company vehicle should only have permissible passengers and not used for personal errands. And do not use company supplies to start a personal business. Computers, fax machines, paper, pens, etc. removed from the company is illegal and can result in termination and possible imprisonment.

These are a few examples of infractions that have caused employees to be suffer strict work environments. The irony is that Team Leads and Management get the blame. Truth be told, they are not interested in monitoring employees; monitoring is additional work for them. Employees have required the monitoring by not controlling themselves with the privileges provided. And it is not Team Leads and Management that notice, it is coworkers that get tired of covering the slackness of others. They bring it to the attention of those in charge, and it then must be addressed. My Lorrieism is, “There are places for people that need constant monitoring… jails and asylums.” Freedom is not something everyone can handle. As an employee one should ask themselves; “If I was a Team Lead, Manager, or owner of a company would I want me as an employee.” If the answer is no, apply self-control and discipline in areas that would change the answer to yes. And if the answer is yes, continue to be a great example for others to model themselves.