Many managers spend a great deal of time and energy solving their employee's problems or challenges. The role of a manager is to manage, not do it for the employee.
This includes executives doing the work of managers, owners doing the work of executives, and supervisors doing the work of employees.
Why does this happen so often? There are several causes or reasons.
The manager, owner, executive:
- Has the attitude that unless they do it, whatever, it won't be done right or quickly enough.
- Believes their employees can't do it.
- Believes that if the employee does it and mistakes are made the manager will end up fixing the mistake.
- Feels there is always time or money to fix problems but never time or money to do it right the first time.
- Doesn't know how to or won't delegate.
- Doesn't trust their employees.
- Takes the responsibility for their employees rather than developing them.
- Is insecure.
- Wants or needs the approval of their employees.
- Uses this approach as a manipulative tool.
- Has an ego, which is out of control.
When an employee regardless of their position, brings you a problem that you feel is their responsibility to solve, this is an ideal coaching opportunity.
When you solve it for them or take it on, you are sending the message, bring me everything you have a problem with and I will solve it for you. If you are solving a lot of their problems, the organization either needs a different employee or a new manager.
Here is a better strategy.Tell the employee you will help them with their problem but you want them to follow the following steps first.
- Ask them to define the problem, situation or challenge in writing.
- Ask them to come up with 5 possible solutions to the problem.
- Ask them to pick the one out of the five they think is the best solution.
- Ask them to come to you when they have completed these four steps.
- Ask them why they have selected the solution they did. If you feel one of the other strategies was better, commence a coaching session.
If you use this technique, you'll be developing your people and freeing up your own time to do the job you are really paid to do.