經理們，你們授權太多了嗎？

當經理們過於頻繁地授權工作時，他們的員工會感到被拋弃，沒有動力。有許多警告信號表明，你過度授權，從與團隊的溝通不暢，從在最後一刻才聽到問題，到誤解員工如何設定優先順序。但是，解決方案不是過度糾正並開始執行一系列低階層工作。

一種方法是通過承擔與團隊工作緊密相關的項目來表示你正在重新進行工作。另一個是與團隊重新設定期望值。

使用場外會議或計畫會議來重新確認部門的願景，讓每個人對目標保持一致。對於團隊來說，减少溝通你的願景也是一個好主意。

利用每一個機會來強調和强化資訊。你可以在項目開始時，在會議廳和其他論壇中，或者定期通過電子郵件提醒人們總體構想。

Managers, Are You Delegating Too Much?

When managers delegate too often, their employees feel abandoned and unmotivated. There are a number of warning signs that you over-delegate, from miscommunicating with your team, to hearing about issues at the last minute, to misunderstanding how your employees set priorities. But the solution isn’t to overcorrect and start doing a bunch of low-level tasks.

One approach is to signal that you’re reengaging by taking on a project that’s closely tied to your team’s work. Another is to reset expectations with your team.

Use an offsite or planning meeting to reconfirm the vision for the department and get everyone on the same page about goals. It’s also a good idea to double down on communicating your vision for the team.

Use every opportunity to stress and reinforce the message. You can remind people about the overarching vision at the beginning of a project, during town halls and other forums, or periodically through email. 

告訴你的員工找其他工作

鼓勵你的明星員工可以考慮外面的工作機會似乎是個壞主意。但是這樣做給他們一個明確的訊號，你關心他們的學習和發展。告訴你領導管理的人，你希望他們考慮他們的職業生涯的所有選擇機會。

這將有助於他們公開對你談論你關於他們自己的職業生涯規劃，這將給你時間和機會去找到一個方法讓他們當他們考慮一份工作。

也許你可以給他們一個新的項目，新增他們的責任，或者協商加薪。如果你認為一個員工在你的公司裏已經盡了最大的努力，支持他們在其他地方找工作的努力。

你的透明度會讓他們更傾向於推薦貴公司作為一個偉大的地方工作，甚至在未來的回報。

Tell Your Employees It’s OK to Look for Other Jobs (Yes, Really)

Encouraging your star performers to consider outside job offers might seem like a bad idea. But doing so sends them a clear signal that you care about their learning and development. Tell the people you manage that you want them to consider all options for their careers.

This will help them to talk openly with you about their career plans, which in turn will give you the time and opportunity to find a way to keep them when they’re considering a job offer.

Maybe you can give them a new project, add to their responsibilities, or negotiate a raise. And if you think an employee has grown as much as they can in your company, support their efforts to get a job somewhere else.

Your transparency will make them more likely to recommend your company as a great place to work, and maybe even to return in the future.