By Tarunkumar Singhal, Raman Jokhakar, Chartered Accountants
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In my experience, this idea of describing the outcome and letting a skilled professional determine how best to get there often results in a more committed worker, higher quality work, and a proud employee.
This is also a very effective approach in getting the most out of knowledge workers. Describe the outcome you are trying to achieve, be clear on the requirements, and preserve the worker’s autonomy.
If the worker needs help, she will ask for it. There is a scientific reason why employees are less effective when tasks are dictated. Amy Arnsten, a neuroscience professor at Yale University, studies the importance of feeling in control.
In an interview at her Yale Laboratory, Arnsten explained that when people lose their sense of control, such as when tasks are dictated to them, the brain’s emotional response center can actually cause a decrease in cognitive functioning. This would presumably lead to a drop in productivity.
If a manager describes the long-term outcome he wants, rather than dictating specific actions, the employee can then decide how to arrive there and preserve his perceived sense of control, cognitive function, and so ultimately improve his productivity. Both practical experience and now scientific evidence tell us often a better approach is to protect the autonomy of the worker and provide highlevel direction.
(Source: Extracts from “Stop Telling Your Employees What to Do” by Jordan Cohen in the Economic Times dated 20-06-2013)
