Independence makes employees flower

D. C. Sharma

Very few managers realise that a free and independent employee is more productive than a suppressed and unnecessarily burdened one. That’s the reason why most of the managers try to dominate and micromanage their employees almost negatively. Dr Ralph Nicholas, a top notch authority, has advised that half the burden of a “slow performer” is lightened once his superior allows him freedom to do work on his own pace, and listens attentively to his concerns. If you are one such manager trying to suppress your subordinate’s freedom, here is how you can allow freedom to your employees to get the best out of them.

nArrange for frequent meetings. Meet at least once a week. In such meetings try to create an open and independent atmosphere. Though such meetings must be job-oriented and pertain to career-related issues, you must allow your subordinates to voice their opinions and views independently. Also suggest to them some constructive and productive ideas giving them free rein to come out with their own novel views and suggestions so that the productivity of your company is enhanced most favourably.

nBe liberal in praising the deserving employees, even encouraging those who are lagging. Some managers try to use critical words when they come to know about some flaws in that employee, not realising that such a negative remark made especially in the presence of one’s colleagues can be damaging. 

nSocial get-togethers with subordinates on the part of a manager work like a gold lustre on a silver platter. Such acts of generosity on the part of the manager not only give a sense of independence  to team members, but also help win cooperation. 

nIndependence and freedom allowed to the employees alone can help generate job related fresh and new ideas, schemes and programmes. Who knows when and from whom useful, productive and constructive ideas will come? Wise and experienced managers never miss  a chance to make the best use of such novel ideas the proper use of which can make a day even out of a pitch dark night.

nDon’t be biased by some past instances of emotional outbursts of some subordinate who had been passing through a bad phase in his life and career. Try being a kind and compassionate manager putting your own self in that subordinate’s shoes. You won’t be a loser even if you can duly listen to what specifically ails that subordinate of yours. And once you redress his grievances duly, you would soon realize and find how useful the same employee can prove to be very useful!

To suppress a subordinate’s freedom and independence without any rhyme or reason can cause more harm rather than avoiding a mistake. 

—The writer is a Kangra based psychologist & educationist