Improving People & Business Performance
The Secret Sauce
To a Successful
Workplace
- Being a Micro Manager -

Improving People & Business Performance
The term micro manager has turned into a
phrase all too commonly used incorrectly in
today’s business world. As a result, we have a
battalion of leaders that are scared to
performance manage their people because they
don’t want to be labeled as a micro manager.
The result - everyone involved suffers: the
employee, the leader, the surrounding
employees, the company and even the customer.

Improving People & Business Performance
Is there a difference between being a
Micro Manager & a Leader who
Successfully performance manages?
Fact #1 - Leaders who are engaged, focusing on their
employees strengths while providing communication
and feedback on their performance have employees
that are 67% more likely to produce more with better
results, stay with the company longer and are more
engaged themselves. (courtesy of Gallop) re
Answer: No

Improving People & Business Performance
WHY is Performance
Management Important?
1. Not providing consistent feedback while allowing poor
performance can damage a company’s culture
2. People want accountability, direction and feedback on
their performance
3. Not holding people accountable causes their professional
development to suffer
4. Top performers often leave companies that allow mediocrity
5. Influencing your team in a positive manner becomes a
daunting task when there’s a lack of accountability

Improving People & Business Performance
Things to Keep
in Mind
1. Remember you’re dealing with people, not just the numbers
2. It isn’t a black & white process
3. Get rid of the word micro-manager from your brain, you have
to be engaged in order to successfully manage others, just do
so with a servants mentality, not as a dictator
4. Different strokes for different folks – I’ve been fortunate to
have experienced firsthand the success that can come of
utilizing situational leadership tactics when leading others
thanks to attending Ken Blanchard’s leadership program called
Situational Leadership

Improving People & Business Performance
Have a Successful
Performance Management
Process
1. Start off by focusing on helping to serve, support and improve your
employees, not catching them doing something wrong so
you can fire them
2. Before you initiate a performance management process you need to
know and understand what you and the company stand for and
ensure that is incorporated in your process
3. Ask for your employees input in creating a program they have buy in on

Improving People & Business Performance
Have a Successful
Performance Management
Process
4. Consistency in communication – people want feedback on their
performance in the moment and often, not just every
quarter or biannually
5. If you oversee a large team it’s important to follow a format that is
the same for everyone involved, including provides documented
outcomes for both employee and management
6. Consult with an HR professional before moving forward with a formal
performance management program to ensure you are in-line with
productive workplace strategies and employment laws

Improving People & Business Performance
When leadership focuses
on being positively engaged
and supporting their
employees in their careers
and duties, being a
micro manager is a great thing.

Improving People & Business Performance
Formerly a Division Leader for the largest technical services firm in the US for
10 years, Travis Smith acquired a unique ability to assess talent and develop
leaders as a result of the hundreds of people he has hired, led and mentored.
In 2015 he founded SQR1 Consulting Services, pioneering the leadership
philosophy which acts as the guiding principle for SQR1's Leadership Coaching
programs, called STEP Leadership.
For more information on SQR1 Consulting:
www.sqr1services.com
844-300-SQR1
Travis Smith
Managing Director
SQR1 Consulting
Travis.smith@sqr1services.com