New managers, is it necessary to manage the working hours of subordinates?

There is an old Chinese saying that when a new official takes office, there are three fires. The vast majority of new managers, early in their tenure, always want to be in control. From the department's rules and regulations, to the format of each document, the size of each form, and even the "food, clothing, housing, and transportation" of each employee under him, and every circle of friends posted, I want to firmly control it. However, it is not known what the results of this will be and whether satisfactory results have been obtained.

Let's not discuss whether managers should manage the working hours of subordinates, let's discuss what kind of managers employees hate?

Elite gentleman's friend once complained to me about such a boss. This boss always felt that his employees were limited in ability, and he was very worried about them. He had to personally inquire about almost everything, or even do it himself. During the meeting, all the proposals put forward by the employees must be rejected or questioned by him. From his mouth, the employees rarely get affirmation, let alone praise.

If this kind of manager has strong professional and technical ability and can really ask questions, then the people under his command really have nothing to say. After all, what he said is convincing and he can learn a lot. What I am most afraid of is the kind of half-hearted leader who clearly understands nothing, but has to forcefully participate in the discussion and intervene in everything. For such a leader, the employees are truly speechless. Such a leader is not only very tired of his work, he has to manage and do everything, but also cannot get the approval of his subordinates, and is truly a thankless type.

In addition, there is another kind of leadership. This type of leader is different from the first type. He doesn't like to put on airs, but instead tries his best to show his affinity among his subordinates. Whatever the employee was discussing, he would jump in and say a few words, then walk away satisfied. Such leaders will also appear in their subordinates’ circle of friends from time to time, like them, leave messages, and even deliberately observe their circle of friends, take the opportunity to find common topics, and then pretend to mention it inadvertently after the next chat, and then become complacent , that he is very close to the people. As everyone knows, employees will not buy it at all, and even feel disgusted.

From the above two points, there is really no need for leaders to interfere too much with the working hours of employees, as long as they solve their respective tasks. After all, the subordinates are also recruited by the company for money. If you have to lead yourself to do everything, why do you need so many employees? Besides, you have recruited people, so you also need to have some confidence in them that they can do their job.

It is better to teach a man to fish than to give him a fish. As a manager, interfering with the work of subordinates too much will only make you more and more busy, and may hinder the smooth progress of your own work. And a group of subordinates who cannot complete their work independently is also a manifestation of your poor management ability. Therefore, for the work of employees, you often need to pay more attention to the results, rather than the process. Sometimes letting go is what makes people grow.

What is your opinion on this issue?