اA successful manager is always working to improve their approach and skills in dealing with their team members Team, so that harmony can grow

among team members and boosting productivity. The team succeeds, led by a manager who knows how to guide its members toward those results.

And if you’re a well-intentioned manager, you genuinely want to help your team thrive (unlike terrible bosses who love the title and position, but…

(not interested in the actual work of management).

But sometimes, being in charge of a group of employees can make you feel like a babysitter, with your employees seeming like people who just need to stay

alive and happy during working hours.

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وهذا الشعور الذي ينتابك منطقي، فخلال مدة تتراوح بين ثماني وتسع ساعات يوميًا ، أنت “مسؤول” عنهم، أنت من يقوم بتشكيل القواعد،

وهم يقاومون تلك القواعد. أنت تكافئهم على السلوك الجيد، وعندما يتصرفون بشكل سيئ ، تأمل أن يحل شخص آخر هذه المشكلة…

And while it’s good to be an engaged, empathetic manager who communicates with employees, your direct reports aren’t children, and you’re not a babysitter

for them.

So, how can you tell whether you’re leading your team or babysitting them?

Here are three signs that reveal the difference:

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1. A babysitter lets them do whatever they want as long as they don’t break anything:

قد ترغب في أن يعتبرك الموظفين “رئيسًا رائعًا”، ولكن هناك فرق بين أن تكون محبوبًا ومحترمًا.

If you find yourself letting work go unchecked, allowing your team to perform below expectations or show up unprepared, or ignoring questionable behavior,

you’re babysitting your team.

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The manager sets clear, specific expectations

Sometimes you have to be the bad guy. Just as you need to understand your team’s needs as employees, they also need to understand you and deal with you as their manager.

That means being clear about what you expect them to handle and when you need to step in.

If a team member keeps bringing things to your attention that the team can handle on its own, tell them. And if they leave you out of conversations that need your input,

tell them that too.

The point is, it’s not a good idea to expect others to read your mind. Worse still, you may be unable to express your thoughts or feelings when you should

have stepped in and handled things differently.

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2- The babysitter wants to solve all the problems as quickly as possible:

You may be slipping into a babysitter role with your employees when you jump in to solve problems for your team as quickly as possible—just as you would with children when

you pick them up when they fall or soothe them when they start crying.

You may think you’re doing your employees a favor by cleaning up the messes they make, but in reality, you’re hurting both them and yourself.

المدير يسأل، “ما خطتك؟”

It can be tempting to step in and solve an employee’s problems, but it isn’t always necessary. You can save time and effort and help your employees become more proactive by

طرح هذا السؤال: “إذن، ما هي خطتك؟”

Give your team the opportunity to work through their own conflicts and find answers independently. If you have less experienced employees, guide them through

The process of solving problems without telling them what you think they should do.

Asking this simple question gets the conversation started, so you can find out what the employee is thinking. Then you can gather more information

or offer feedback as needed to resolve the problem as effectively as possible.

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3- The babysitter always praises their employees:

Who doesn’t love giving positive feedback? However, handing out free praise and compliments leaves no room for your employees to expand their skills and develop themselves.

In fact, constant praise can give team members the false impression that they never make mistakes, encouraging them to keep working at the same

المستوى الذي يحافظ على الأمان – للحفاظ على الإشادة المستمرة-  بدلاً من المخاطرة. وسيبدأ فريقك في الاعتماد على وجود من قف في ظهره لتلقي

Mistakes—and relying on you to solve the difficult problems.

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A manager encourages accountability.
 

The best way to encourage your team to work independently is to give them the authority to act on their own. This shows that you trust them to use their professional expertise to do

what you’ve asked them to do.

A good manager develops employees’ skills and strengths by delegating tasks and giving them opportunities to push their limits. And when an employee struggles,

a good manager supports them as they work to get back on track.

شيء واحد يجب تذكره هو التأكد من تقديم تعليقات مستمرة لموظفيك- بناءة وإيجابية – على أساس ثابت. بهذه الطريقة، فهناك دائمًا فرصة لمناقشة

your employees’ progress and learn from their mistakes.

If you trust your team and empower them to make their own decisions, they’ll usually be able to make the right ones

– وبدون مساعدتك. سيحترمونك كقائد، وبالتالي ستلهمهم لفرد أجنحتهم وسيطرتهم على ملكية حياتهم المهنية.