2-3 Management Approaches BUS-210

I have been asked to evaluate the drop in productivity for the SNHU Pet Supply
Company. During my evaluation I have been informed by the employees of the micromanaging
techniques that have been used by the management team. This has led the employees to generate
more stress which in turn lowers the efficiency of the team. The employees have also expressed
their concerns about skills not being allocated properly. The employees are given a list that they
must not deviate from and many of the employees have stated they have skills that are better
suited outside of the list. The employees are losing trust in their managers and losing the
motivation to be productive. When speaking to the management team I have been informed that
they are only following the process that has been given to them and has been set in stone for
years at the company. The team’s overall engagement is poor and if not revised will hurt the
company.
The general functions of management are planning, organizing, leading, and controlling
(Soomo Learning, 2024). A manager must create a plan that aligns with the company’s goals and
objectives. They do this by understanding the team they have and delegating different
responsibilities to different employees and/or departments based off their skill sets and needs.
The management team will need to constantly evaluate the success of their plans and take
corrective action(s) when necessary (Soomo Learning, 2024).
A manager who is effective in organization can understand their employees’ skills, and
properly place them where they are most beneficial. They are aware of the organization structure
that is in place and understand that the organization is the framework through which effort is
coordinated (Soomo Learning, 2024). The managers will need to access and reassess their
employees’ skills on a regular basis to know that their employees are being utilized to their best
ability. This will allow the managers to gain the most from their employees’ skills.
Managers who are effective leaders inspire others to action (Soomo Learning, 2024).
Managers must understand their teams’ strengths, weaknesses, values, personalities, skills, and
state of mind. A strong leader will have the trust and willingness of their subordinates to do
anything asked of them, know the work is done accurately, and have a well-balanced team that is
proficient. Having an effective leader motivates others and drives them to be the best they can
be.
The controlling aspect of managing is very much needed to ensure that the performance
does not deviate from the expected standards (Soomo Learning, 2024). A manager understands
that these tactics do not involve manipulating their employees, but more so, helping aid them in
the right direction of the company’s objectives.
My recommendations would be as follows: Eliminate micromanaging, implement skill
assessments on all new and existing employees, implement better communication and feedback,
Manager/employee training exercises, and promote healthy work-life balance.
Eliminating micromanaging will gain the trust of the employees and will encourage them
to set forth more realistic expectations of themselves. Allow for weekly check-ins of the
timesheets and deviations. This will take the daily stress of meeting the managers’ demands on
top of having to be productive and efficient at their job. This will open a channel for better
communication between employees and managers.
Implementing skill assessments for current and new employees will give you insight into
the strengths and weaknesses of the individual. In return you will be able to place the employees
in the right department and utilize them to the best of their ability. This will give a better output
from the employees, which creates better proficiency in the company. If you place an employee
in a job and it is not the right fit, allow them to communicate with you about the misfit and have
a say in their job preference.
Opening a communication line for all employees and managers will benefit productivity
by allowing everyone to express their feelings and/or concerns. Employees should be able to
have a platform to speak and give feedback, just like managers. The managers should move
toward productive feedback that allows the employees room for improvement instead of
condemning. Consider team huddles that will allow everyone to know the game plan for the day,
and/or weekly team meetings where the managers and employees can discuss the department and
come up with solutions to issues that arise.
Managers and employees should undergo additional training that aligns with their
position. Managers should have a better understanding of leadership, time- management,
problem solving, and allocation. This will help the managers become more effective with their
employees and make better decisions within the company. Employees should have training for
them to be able to advance their skills and careers to one day be the new managers of the
company. Employees need to see that they have room for opportunity, and growth. This will help
motivate them to be better and do better on a regular basis.
Lastly, promoting a healthy work-life balance will bring more positive employees and
more efficiency to the job. An employee who is under an insane amount of stress does not have a
clear and sharp mind. This will lead to more mistakes and even worse productivity. Giving
employees a space where they can take a break or take a breather from the job will improve their
efficiency because it gives them a chance to clear their minds, a soft reset. Offer the employees
stress management to help promote a healthier work-life balance. Open counseling services for
them to be able to talk to professionals and find ways to help them be more effective at work and
at home. The mental stability of the employee is extremely important, especially when you
understand the needs of a job is very demanding.
In my professional opinion, I feel that if you can implement these changes, you will be
able to produce a better environment for your employees and increase productivity. These
changes will help break the vicious cycle of conflict between management and the workers.

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I have been asked to evaluate the drop in productivity for the SNHU Pet Supply

corrective action(s) when necessary (Soomo Learning, 2024).

the right direction of the company’s objectives.

My recommendations would be as follows: Eliminate micromanaging, implement skill

Manager/employee training exercises, and promote healthy work-life balance.

communication between employees and managers.

a say in their job preference.

come up with solutions to issues that arise.

position. Managers should have a better understanding of leadership, time- management,

motivate them to be better and do better on a regular basis.

understand the needs of a job is very demanding.

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