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What happens when you forgo ethics and lose the public favor? See with Nestle how some risky moves ended in some severe backlash from the public. 

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What happens when you forgo ethics and lose the public favor? See with Nestle how some risky moves ended in some severe backlash from the public. 

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Why Nestle Is One of the Most Hated Companies

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Company initiative to come together and serve the community as their way of giving back, and maintaining public image

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Company initiative to come together and serve the community as their way of giving back, and maintaining public image

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I had a conversation last week that really sparked my thoughts, prompting me to go deeper regarding this topic. We work in a world that requires speed, precision, and consistency. All of these characteristics are important. However, when working with the core ingredient that makes this all perform in tandem, one cannot take a machine-like approach. The heart of any company, of course, is its people. Unfortunately, this is something we all tend to forget. So much so that shows like "Undercover Boss" becomes a thing simply because we lose touch of what's really important. Without people driving the business, there is no business. Full stop. While many parts can be changed/replaced, it's important to acknowledge not all are equal here. One must acquire talent while also harnessing it as well. We cannot reasonably expect an individual to shift for the business needs if we, management, cannot either.

There are 3 major components from my perspective. Simplicity in this approach is important while you'll also find the 3 have overlapping qualities, much like a Venn Diagram. I have ranged in roles from individual contributor to management. I have been on both ends and after great thought, I wanted to articulate the following: Process, development, and consistency.
Processes
A process in which an organization follows is imperative to its business. Amazon has one for their shipments to insure everything runs on time. Tesla has to have a manufacturing process into play to ensure it gets their cars assembled and out on time or risk going belly up. My HomeKit/SmartThings setup has an IFTTT approach for it to all (mostly) work seamlessly. As a matter of fact, EVERYTHING has a process. And if you want to manage effectively, you too will have to have a sturdy one in play. There are no two ways about it.

Where things get lost in translation is how it's applied to people vs. work. The expected result on hand is like a factory conveyer belt. The problem is that business is dynamic. We expect our people to deal with ambiguity and change and yet our "process" is unequally expected to be absolute. There has to be core values that are sovereign, so I want to be clear here. This is where one's process comes into play that colleagues will find strength and resilience. In other words, when managing people, we should manage how we manage them, but not strictly the individuals themselves. This may sound paradoxical, but bear with me for a moment. That brings me to where development is intricate in relation in operations.
Teach them How to Fish
Managing development has to happen at both ends. An employee has blindspots and doesn't know what they do not know. So does a manager. As one, we are, in a sense, a guide. The irony here is that there are a lot of managers that actually don't want to manage anything other than process. The expectation is that all goes according to plan and there should never be any challenges when you follow the process. Except as Murphy's Law reminds us time and time again: "Anything that can go wrong will go wrong."

At this point, my intention is to illustrate there's no absolute. Knowing that individuals are different and respond accordingly, it is on management to adapt to the situation in order to best ensure we're being deliberate. It will require hard work, emotional intelligence, and savvy to develop a team that can work with ambiguity; all while making decisions that will yield those expected results I mentioned earlier. A great example of this is a coach of a sports team. The coach cannot do all the work, likely doesn't possess all the talents, and has to trust that the team can work together. Sports represents every kind of unpredictable play. The coach develops a game plan that the team executes on while also allowing, say, the quarterback, to make appropriate decisions to gain the intended outcome. This is a similarity to management that is often overlooked. We must allow the players to work with one another, dynamically, in order to score if we want to keep up in today's business environment. Not doing so will allow a more seasoned team to crush you and then eat your lunch. We'll be left dazed and confused wondering at what step did we go wrong.

Leading your team by managing their development will be the biggest ROI one could ask for. Simply taking a look at Glassdoor, LinkedIn, or any other job site will highlight management being one of the top reasons talent leaves (or stays) within an organization. Instead of providing said process and asking them to execute, I would advise making our people an element. Teach them the 'what' and 'why' while exploring with them the 'how'. A tactic in my strategy is to be careful of thinking I always know what's best. The greatest knowledge I have has been taken from other talented individuals who took the time to not just give me the answers, but how to embark on the journey to find them.
Consistency is the Key
In order to provide the strongest of foundations, I believe one has to thread both the process and development. This entanglement is complicated, often unnerving, for many. Management isn't easy and there will be many tough roads during the journey, both personally and professionally. It takes grit to seek feedback, pause and reflect, then push forward; rinse and repeat. I strongly feel that the best managers I have worked with exhibited these characteristics. Management isn't for everyone and that's also OK. It's important to be self-aware and know ones limitations. For those of us who do hold this role has a responsibility. Not to just the company, but down to every single individual. A company is simply a collective of individuals all working towards common goals.

To conclude, management is muddled. There isn't a one-size fits all approach. No secret recipe exists. What I can say that sheds light on the subject is that constantly reevaluating your process and developing your people will make the greatest impact. I find it rewarding and challenging all at once. Truth be told in every position I have held, there has always been opportunity for me to grow. It has been the exceptional leaders in my career that have uplifted me. I am forever in their debt and believe those individuals who have taken the time have given me an unmeasurable gift. I simply want to return the favor and give back.

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I had a conversation last week that really sparked my thoughts, prompting me to go deeper regarding this topic. We work in a world that requires speed, precision, and consistency.

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This module covers the different types of management and the role they play within a company, and how this position affects the chain of command as a whole

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Module 2 -  Ethics and Corporate Social Responsibility

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Module 2 -  Ethics and Corporate Social Responsibility

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This module covers the ethical responsibility of the company as a whole, and what it contributes to the community. This also includes participating in DEI practices and promoting ethics and diversity within the company in general.

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Module 3 - Management within a Global Organization

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Module 3 - Management within a Global Organization

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This module covers the different aspects of the globalization of a company, including management, resources, and things to consider within the business.

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This module covers how planning in business is essential for setting clear goals and developing strategies to achieve them, ensuring efficient resource allocation and risk management. It provides a structured approach to decision-making, helping organizations anticipate challenges and adapt to changes in the market. By outlining a roadmap for growth, planning enables businesses to seize opportunities and maintain a competitive edge.

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Module 5 - Organizational Structure and Processes

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Module 5 - Organizational Structure and Processes

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This module teaches how organization and structure in a business are essential for defining roles, responsibilities, and hierarchies, ensuring efficient workflow and clear communication. They help streamline operations, facilitate decision-making, and enable the company to achieve its strategic objectives effectively.

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Module 6 - Managing Human Resources and Communications

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Module 6 - Managing Human Resources and Communications

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This module covers how human resources is vital to a company as it manages the recruitment, training, and development of employees, ensuring the organization has the right talent to achieve its goals. HR also handles employee relations, fostering a positive work environment and addressing any issues that arise. By overseeing compensation and benefits, HR ensures that employees are fairly rewarded, which boosts morale and productivity. Additionally, HR ensures compliance with labor laws and regulations, protecting the company from legal risks.

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This module goes in why leadership and motivation are crucial to a company as they inspire and guide employees towards achieving organizational goals, fostering a sense of purpose and direction. Effective leadership cultivates a positive work environment, encouraging collaboration and innovation. Motivation boosts employee engagement and productivity, ensuring that the workforce remains committed and driven to succeed.

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Module 8 - Controlling Performance and Operations

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Module 8 - Controlling Performance and Operations

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Controlling performance and operations ensures that activities align with strategic goals and standards, maintaining efficiency and quality. By monitoring and evaluating performance, companies can identify areas for improvement and implement corrective actions promptly. This process helps optimize resource utilization, reduce costs, and enhance overall productivity, driving long-term success.

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Example of DEI practices in the workplace

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Example of DEI practices in the workplace

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Global vs. Local Markets: Which is Right for Your Business | The BusinessCover

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This blog discusses the key differences between global and local markets and helps you determine which one is the best fit for your business.

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The social, economic, and political factors driving change across industries have not only impacted global markets, but workplace dynamics.

Now, more than ever, organizations are committed to building a diverse and inclusive workforce. With that trend has come a shift in the way managers lead and interact with their teams.

A recent survey (pdf) found that 89 percent of corporate employees serve on at least one global team, and 62 percent have colleagues from three or more cultures. Despite these figures, only 18 percent of multinational corporations feel they have a strong leadership pipeline in place to meet future business challenges.

To help you successfully navigate the complexities that come with overseeing people from various cultural backgrounds, here are six tips for guiding your international team.

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How to Manage Global & International Teams

1. Check in Often

Global teams often consist of employees who work remotely across different countries and time zones. To maintain clear lines of communication and make contributors outside the office feel valued, it's critical to hold regular meetings with them.

According to research by Gallup, employees who have routine check-ins with their managers are three times more likely to be engaged than those who don't.

When scheduling meetings with direct reports, opt for methods of communication that facilitate real-time conversation and information sharing, such as videoconferencing. In addition, try to periodically travel to international office locations, or schedule mandatory in-office days for remote workers. Face-to-face interaction has been found to be 34 times more effective than email when it comes to getting things done and can help build trust among your employees.

By maintaining a consistent meeting cadence, you can overcome some of the barriers imposed by distance and forge a more robust working relationship with your team.

: 7 Ways to Become a Better Manager

2. Unite Around Purpose

For remote workers in different parts of the world, it can be easy to experience a sense of disconnect from colleagues-and the company as a whole. Make your employees feel like they're part of the team by instilling a spirit of shared purpose.

A report by Imperative and LinkedIn (pdf) shows that 73 percent of purpose-oriented professionals are satisfied in their jobs, compared to just 64 percent who aren't primarily motivated by purpose in their roles.

Make your employees feel involved by highlighting how your team's work connects to the larger goals of your organization or department. During meetings, call out specific contributions and projects and explain how each one connects to, and furthers, your company's mission.

This practice of showing appreciation and linking your team's work to corporate objectives is essential to not only boosting employee engagement, but succeeding as a manager.

3. Balance Participation

A key challenge of overseeing a global team is figuring out how to encourage participation and promote discussion among employees with varying levels of language proficiency.

It's important to choose a common language , or "lingua franca," to establish a means of communication for all team members. But doing so can have drawbacks.

Employees who aren't as familiar with the common language might be less inclined to speak up in group meetings, while those who are fluent might dominate the conversation.

As a manager, you need to be aware of these imbalances and intervene when necessary. In some cases, you may need to ask native speakers to talk more slowly and dial down the use of slang terms when addressing colleagues. Other situations may require you to call on those who are less fluent during meetings to ensure their voices are heard.

Creating an environment in which all of your employees feel empowered to contribute to discussions can go a long way to improving team communication and coordination.

4. Cultivate Empathy

Empathy is one of the most valuable qualities you can foster among your team. A 2020 study found that 76 percent of CEOs think empathy is important, and it can lead to greater motivation, retention, and productivity in the workplace.

One way to nurture stronger connections between your employees is to allow time for informal chatter before business meetings get underway. Small talk is a powerful means of building trust and can help bring your team closer together.

Through getting to know each other on a deeper level than the scope of your daily tasks, you and your team can form a sense of mutual understanding and surmount some of the obstacles that come with being geographically separated.

: Why Emotional Intelligence Is Important in Leadership

5. Be Aware of Cultural Differences

Global teams can be comprised of individuals who come from many different backgrounds, religions, and cultures. When these cultural differences aren't taken into account, employees can feel ignored, disrespected, and even insulted.

Business communication and social norms vary worldwide. Employees might feel more or less inclined to contribute their ideas and opinions during meetings depending on their culture, as they perceive organizational hierarchy and seniority in different ways.

For example, employees in Japan have a deep respect for seniority, meaning subordinates might be less inclined to speak up to managers, no matter how open they may be to feedback. On the other hand, team members from Scandinavian countries are more open to informal communication and used to having open dialogue with upper management.

Encourage open and inclusive dialogue about cultural differences and business practices. Seek to understand local customs and be cognizant of national holidays and observances so everyone feels seen and respected.

: 5 Common Challenges of International Business You Should Consider

6. Use Technology to Your Advantage

To effectively communicate and collaborate with team members across the globe, take advantage of the variety of tools and technologies that are at your disposal.

As more teams become fully remote, organizations are turning to collaboration tools such as Zoom, Microsoft Teams, and Slack. According to a 2020 survey by Statista, 36 percent of employees in the United States use Zoom when working remotely, followed by 19 percent using Microsoft Teams.

In addition to videoconferencing software, consider using other tools to facilitate project management, messaging, and document collaboration so remote team members can easily communicate and work together despite geographical distance.

Finding Success at Your Organization

Managing a global team is challenging. By instilling your employees with a sense of shared purpose, promoting open communication and empathy, and leveraging collaborative technology, you can create an atmosphere of trust and respect and help your organization achieve its business objectives.
Are you curious about how economic conditions, government policy, and cross-border flows of goods and capital affect your firm's competitive position? Explore our four-week online course This post was updated on April 1, 2021. It was originally published on May 16, 2019.
Global Business and find out how you can assess opportunities, mitigate risk, and create and capture value for your organization.

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How to Manage Global & International Teams: 6 Tips

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Here are six tips to help you successfully navigate the complexities that come with overseeing employees from various cultural backgrounds.

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A Complete Guide To Situational Analysis (With Examples) - Zippia

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Situational Analysis is used to assess the internal and external factors of a business.

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Planning and decision-making are crucial for a company as they provide a clear direction and set goals, ensuring all efforts are aligned towards achieving them. Effective planning helps in anticipating challenges and preparing strategies to overcome them, reducing risks and uncertainties. Decision-making enables a company to respond swiftly to changes in the market and seize opportunities, fostering growth and competitiveness. Together, they enhance resource management, optimize operations, and drive long-term success.

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Employees want to understand their job responsibilities, whom they report to, what decisions they can and should make and how they interact with other people and teams within the company. An organizational structure creates this framework. Organizational structures can be centralized or decentralized, hierarchical or circular, flat or vertical.

Centralized vs. Decentralized

Many companies use the traditional model of a centralized organizational structure. With centralized leadership, there is a transparent chain of command and each role has well-defined responsibilities.

Conversely, with a decentralized organizational structure, teams have more autonomy to make decisions and there may be cross-collaboration between groups. Decentralized leadership can help companies remain agile and adapt to changing needs.

Hierarchical vs. Circular

A hierarchical organization structure is the pyramid-shaped organization chart many people are used to seeing. There is one role at the top of the pyramid and the chain of command moves down, with each level decreasing in responsibilities and authority.

On the other hand, a circular organization chart looks like concentric circles with company leadership in the center circle. Instead of information flowing down to the next "level," information flows out to the next ring of management.

Vertical vs. Flat

A vertical organizational chart has a clear chain of command with a small group of leaders at the top-or in the center, in the case of a circular structure-and each subsequent tier has less authority and responsibility. As discussed below, functional, product-based, market-based and geographical organizational structures are vertical structures.

With a flat organization structure, a person may report to more than one person and there may be cross-department responsibilities and decision-making authority. The matrix organizational structure described below is an example of a flat structure.

Benefits of Creating an Organizational Structure

There are many benefits to creating an organizational structure that aligns with the company's operations, goals and objectives. Clearly disseminating this information to employees:

Provides accountability

Clarifies expectations

Documents criteria for promotion

Designates decision-making authority

Creates efficiency

Fosters collaboration

Essential Elements of Clear Organizational Structure

Regardless of the special type of organizational structure you choose, it should have the following components:

Chain of command

Roles and responsibilities

Scope of control

Decision-making authority

Departments or teams within the organization

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7 Organizational Structure Types (With Examples)

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Every company needs an organizational structure-whether they realize it or not. The organizational structure is how the company delegates roles, responsibilities, job functions, accountability and decision-making authority. The organizational structure often shows the "chain of command" and how info

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6 Most Common Types of Organizational Structures (Pros & Cons) | From A Business Professor

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Many standard interview processes rely on outdated behavioral questions like “What are your greatest strengths and weaknesses?” to evaluate prospective hires. But more often than not, these types of questions fail to reveal useful information about a candidate’s competencies. A better approach is to immerse job candidates in unconventional scenarios to gather the most useful insights about their critical-thinking abilities, tech savviness, and interpersonal skills. For example, if you want to test their ability to prepare, let them know the questions you’ll ask beforehand. If you want to test their technical skills, give them a problem to solve in real-time. And if you want to see if they’ll be a good cultural fit, have them play an interactive game with your employees.

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Wondering how to effectively manage compensation and benefits at your organization? Get started with this essential overview!

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Take a deep dive into organizational design, learn what its key principles are, and find out how to design an effective organization!

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Becoming a great leader is a journey of continuous learning and growth. It's a process - one that thrives on embracing challenges, seeking feedback, fostering connections, and cultivating understanding. In this article, the author outlines the eight most essential leadership qualities, according to Harvard Business School professor Linda Hill, one of the world's top experts on leadership. Star leaders aren't born with superhuman capabilities, Linda explains. Rather, they tend to have intentionally put themselves in situations where they have to learn, adapt, and grow - a crucible for developing the tenacity and fortitude to motivate and guide others.

Do you have what it takes to be a great leader?

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8 Essential Qualities of Successful Leaders

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Becoming a great leader is a journey of continuous learning and growth. It's a process - one that thrives on embracing challenges, seeking feedback, fostering connections, and cultivating understanding. In this article, the author outlines the eight most essential leadership qualities, according to Harvard Business School professor Linda Hill, one of the world's top experts on leadership.

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What are the characteristics of a good leader? We’ve found that great leaders possess these 10 core leadership traits.

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Leadership motivation: Tips & examples to cultivate better leaders & teams

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Discover the keys to leadership motivation! Learn practical tips and real-life examples to transform leaders into inspirational catalysts for high-performing teams.

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One of a manager's most important functions is to direct and control the actions of employees. Control management is critical to making sure processes and systems are running effectively within your organization.

Tightly controlled management processes don't happen by accident, and they're never complete - they are always ongoing. As NASA heartbreakingly realized in 1986 with the explosion of the space shuttle Challenger, all processes, major and minor, come together to create the whole.

With the Challenger disaster, a seemingly straightforward decision-making process in O-ring manufacture went awry. As your business grows and day-to-day organization becomes more complex, processes (or a lack of them) can result in corporate catastrophe.

Once your company commits to control management, perfected pieces of the organizational puzzle come together to form one highly effective, optimized whole.

So what steps are needed to master control management?
In this control management guide you will discover,
What is the controlling function of management?

To comprehend the concept in a business context, it is important to distinguish 'control' from 'management'. You can do this by remembering the following:

Manage something = to do something
Controlling something = monitor something

Also referred to as ' change management,' control management sets standards, measures performance and takes corrective action.

Control management is dynamic - it responds to change and keeps company goals front and center. It is continuous, action-centered, and end-to-end, with effectiveness and efficiency its primary purpose.

A control management system is working if it:

Assists in achieving organizational goals.

Minimizes errors.

Utilizes and distributes resources effectively.

Evaluates the accuracy of standards.

Instils discipline and order.

Motivates employees and boosts morale.

Ensures future planning by revising standards.

Improves overall organizational performance.

The process of control management.

Here is a summary of the five steps of control management:

1. Performance standards are established.

2. Actual performance is compared with planned performance.

3. The difference between the two is measured.

4. Causes contributing to the difference are identified.

5. Corrective action is taken to eliminate or minimize the difference.

Planned performance may already have been set out by senior management, but this process, shared throughout all levels of the company, can set appropriate goals and expectations for everyone.

What is the importance of controlling in management?

If all your employees always did what was best for the organization, control-and possibly even management altogether-would not be needed. But the reality is, your people are sometimes unable or unwilling to act in your organization's best interests. So you need to implement a set of controls to help steer your people away from undesirable actions and toward the desirable.

Control management is a process as it helps your business to check errors and put the right corrections in place and keeps your project management on track. With control management in place, your company increases its chances of achieving its goals.

A successful control management control system stimulates action by spotting significant variations from the original plan and highlights them so they can be set right.

Types of control management.

Feedback control - also known as post-action control, this is the most reactive type of control management. Managers gather information about an activity or task and calculate how it fell short or met expected standards. They can then work to enhance future performance through lessons learned.

Concurrent control - real-time, dynamic engagement in a task while it is occurring. Managers can prevent things getting worse before the activity is completed.

Feedforward control - future-directed controls that are very proactive and anticipate problems by taking corrective action well in advance.

Behavioral control - evaluating employees' output and decision-making and using a reward system to encourage performance. Works best across multiple business departments.

Financial control - forecasting future performance by comparing profitability, sales, or assets with real budgets.

Nonfinancial control - using factors other than financial performance to measure success: for example, customer satisfaction or employee loyalty.

Is control management just a fad?

Control management is not a new phenomenon. In the 1920s, Henri Fayol developed a general theory of business administration often called Fayolism. He's widely acknowledged as a founder of the modern management method, and his principles are still popular today. The military adopted his practices and stand by them even now. Fayol proposed that there were five primary functions of management:

Of this last point, he wrote: 'Control of an undertaking consists of seeing that everything is being carried out in accordance with the plan which has been adopted, the orders which have been given, and the principles which have been laid down. Its objective is to point out mistakes in order that they may be rectified and prevented from recurring.'

And these control management, or change management, principles are available for your company's benefit too.

Fayol's control function is still relevant in the sense that a manager like yourself must receive feedback about a process to make necessary adjustments and analyze the deviations. These days, aspects of management may be carried out using online platforms, but the principles and objectives remain the same. As Fayol identified, the key elements of a control process are as follows:

A characteristic to be tested (such as products sold, or standards reached).

Sensors (a way of measuring or testing the characteristic, such as software or visual checking).

Comparative standards (deviations are expected, but how much should be tolerated?).

Activator (a response to the comparative information - corrective action is undertaken to regain control).

It's never too late to enact change.

If you want to introduce control management to your company but feel daunted at the prospect, you're not alone. Some organizational systems are huge and complex, so how can you be expected to monitor all of them? In short, it's impossible. But don't despair. It is sufficient and commonplace for a business to identify and monitor only the key conditions or characteristics of output.

Once you identify a condition or a manageable number of conditions you want to control, you must integrate the communications and data-collecting sensors that gather and pass information from the system to management. This information should be collected and interpreted promptly and accurately, then be benchmarked against predetermined organizational or competitive standards.

After you've collected your data and compared it against the initial standards, you're ready to work on a strategy for implementing changes to your company's processes. The idea is that as you work on smoothing out each component of your process, all components come together to form a beautifully oiled machine.

What investment does control management require?

What do you need to be aware of when implementing control management? It takes a commitment of time and investment on the part of management.

1. A lack of resources can inhibit a company's ability to manage control. You need to factor in staff training, statistical software, and measurement systems to prevent inaccuracies.

2. The time lag in information flow can misdirect management to problems at the wrong time in the sequence. Timely discovery and reporting are paramount.

3. There is always the risk of human error, so it is important to have reliable software in place that can make errors obvious. Execution and promotion of control management must come from the top, because despite their best intentions, people do not always understand what is expected of them, nor how they can best perform their jobs - they may lack some requisite ability, training, or information.

Take advantage of proven control techniques.

The control function of management can determine organizational success. All companies serious about their processes need to consider implementing control management. Fayol set the standard for managerial practices being key to predictability and efficiency in organizations, and these standards have stood the test of time. A change management plan can provide the direction for managing your change control process, and documents the associated roles and responsibilities in affecting control management. Ask yourself: is it time for your company to build control into its management systems?

Benchmarking is critical for control management-there is no point setting vague goals such as 'improve efficiency' or 'have fewer meetings'. Formalizing targets means they are visible, can be shared with employees, and shortcomings can be identified, and progress measured. Employee buy-in is critical and avoids resistance from employees who may, at first, resent the appearance of extra controls in their working lives.

Implementing a new software solution is essentially an exercise in control management. Fortunately, there are ample resources available to help guide your organization to a successful adoption.

Of course, choosing the right solution is the first step. At many agile and progressive organizations, Adobe Workfront is a proven leader at delivering results when it comes to improving efficiency, reducing chaos, and helping organizations to run more smoothly and with better focus

With the right control management solution, your organization stands a much better chance of success.

Advantages and disadvantages of control management.
Advantages.

Undeviating paths to organizational goals.

Target-based, easily quantifiable.

Efficient use of resources.

Employees are better motivated with clear tasks set.

Order, discipline, and coordination.

Disadvantages.

Difficulty in setting qualitative compared with quantitative standards.

External factors will always come into play, sometimes negating internal controls set up by managers: competition, government policies, technology changes and so on.

Possible resistance or refusal from employees - or even elevated staff turnover.

Can be costly to implement, especially in smaller firms.

Frequently asked questions about control management.
How can using control management techniques improve employee motivation?
In control management, employees know in advance what is expected of them, and the standards of performance on which they will be appraised. This helps in motivating and increasing their potential and performance.
Which is the final step in the control process?
The final step in control management is taking corrective action to minimize the divergence between planned output and actual output. Having monitored the gap and found potential causes, you can work to correct the difference and get back on track.
Is control management more important than planning?
Arguably both control management and planning are equally important in business process. While control keeps the project on the tracks, as it were, planning is how you get the project on the tracks to begin with. The two should be treated equally and given the same importance.
Will over-controlling demotivate or irritate staff?
Sharing goals and expected standards with all employees will help avoid this pitfall. Managers will need to exhibit good leadership, communication skills and positive motivation. Efficient employees will be motivated when they see how they are meeting expected standards.

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Control Management: What it is + Why It's Essential | Adobe Workfront

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One of a manager's most important functions is to direct and control the actions of employees. Control management is critical to making sure processes and systems are running effectively within your organization. Tightly controlled management processes don't happen by accident, and they're never complete - they are always ongoing.

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Financial and Project Management Tools of Control

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