Management often goes unappreciated, largely because of the prevalence of ineffective managers. The Peter Principle is likely to blame—hardworking employees get promoted into management roles they aren’t fully prepared for. Many simply replicate the management styles they’ve experienced, whether good or bad.
The good news? Management can be improved. However, effective leadership often requires counterintuitive approaches. Traditional methods—like reward-and-punishment systems—are neither effective nor efficient. Some managers believe that micromanaging their team increases productivity, but in reality, it does the opposite. Stripping employees of responsibility only shifts the burden onto the manager, creating bottlenecks and inefficiency.
So, what’s the solution? Maybe this:
✅ Let employees set their own objectives—within reasonable limits.
✅ Instead of giving feedback, ask them how they think they’re doing.
✅ Rather than dictating solutions, let them propose their own.
Empowering employees in this way fosters accountability, engagement, and better problem-solving.