I know I've said it before, but it bears repeating; treat your employees well and they will do the same for you. Being a good manager is about being a good leader - not a "boss". Learn what each crew member’s talent is and find ways to make use of those talents in a way that inspires them.
Put trust in your employees and their abilities - allow them to learn and grow. Create a supportive environment that makes your employees feel valued - that's how you earn their loyalty and trust. I strongly believe that you must earn your employee’s trust by trusting them.
That is not to say that you should blindly assign tasks and “hope” they get done. It means, get to know your employees. Find out what they get excited about. Build on their enthusiasm by assigning tasks that keep them interested and motivated. Ask questions, check on them and see if they need help or guidance. Give honest constructive feedback. Make them feel important to the bottom line.
On the flipside: Eleapsoftware.com tells us, “in time, negative effects of micromanaging on employee engagement and morale become apparent as productivity drops and turnover rises. The work environment created by micromanagement is inefficient ... Employees who are made to feel that their work will never be good enough lose motivation and confidence in their ability to perform the tasks required for their position.”
Micromanagement causes stress, resentment, and fear of making mistakes- which makes employees reluctant to make decisions or take action. Micromanagement stifles creativity and confidence. The micromanager creates ineffective employees because those employees refuse to make any move to correct issues due to the very real fact that you-the micromanaging boss, will berate and belittle them with corrections.
Who wants to work like that?!? Certainly not me. And no one I know. People need to feel like collaborators. It is our job as “Maestro” to be someone our employees look to for direction and support. Yes, we should proofread before publishing our employees work, make sure the chicken is stored on the bottom rack in the walk in, and walk the property grounds to ensure there is no trash in sight and all doors are closed.
But we should also trust that when we tell our capable manager to follow up on a phone call, direct her crew to make the guests aware of a new policy, or to check a certain reservation for accuracy, that she will do it. We should be thanking our managers and crew members for their work and praising them when they deserve it. We should also roll up our sleeves and pitch in when needed.
That is how to build a capable, winning team!