{"id":9177,"date":"2024-09-09T14:17:45","date_gmt":"2024-09-09T14:17:45","guid":{"rendered":"https:\/\/www.strategymission.org\/%d8%a8%d8%b9%d8%b6-%d8%a7%d9%84%d9%85%d8%af%d8%b1%d8%a7%d8%a1-managers-%d9%85%d9%86-%d8%a7%d9%84%d9%85%d9%85%d9%83%d9%86-%d8%a3%d9%86-%d9%8a%d8%aa%d9%81%d8%a7%d8%ae%d8%b1%d9%88%d9%86-%d8%a8%d9%87\/"},"modified":"2024-09-09T15:42:51","modified_gmt":"2024-09-09T15:42:51","slug":"managers-may-boast-about-this-approach","status":"publish","type":"post","link":"https:\/\/www.strategymission.org\/en\/managers-may-boast-about-this-approach\/","title":{"rendered":"Some managers may boast about this approach, but is it really correct and mature in terms of management? What are its downsides? \ud83d\udeaa in 2024"},"content":{"rendered":"

“My door is open to everyone! I listen to all employees, from the cafeteria staff to the highest managers! Any employee can reach out to me and consult with me!<\/span><\/p>\n

Some managers may boast about this approach, but is it really correct and mature in terms of management? What are its downsides? \ud83d\udeaa<\/span><\/h1>\n

1. Wasting time \u23f3<\/span><\/h3>\n

\u00a0\u00a0 – A manager who allows anyone to come in at any time faces the challenge of wasting their time on trivial matters, which hinders their focus on big decisions and important tasks.<\/span><\/p>\n

2. Distraction \ud83c\udfaf<\/span><\/h3>\n

\u00a0\u00a0 – Constantly receiving employees at any moment distracts the manager and impairs their focus on the main goals and projects that require deep thinking.<\/span><\/p>\n

3. Lack of boundaries and dilution of authority based on the organizational structure \u26a0\ufe0f<\/span><\/h3>\n

\u00a0\u00a0 – A manager who does not set specific times for communication fosters a culture of not respecting boundaries, whether for managers or personal time, causing significant stress and negatively impacting performance.<\/span><\/p>\n

4. Dealing with superficial problems \ud83d\uded1<\/span><\/h3>\n

\u00a0\u00a0 – The open-door policy can cause simple issues to reach the manager, even though they could be solved at the team or middle management level.<\/span><\/p>\n

5. Impact on decision-making for managers \ud83e\uddd0<\/span><\/h3>\n

\u00a0\u00a0 – A manager who is overwhelmed with every complaint or comment from everyone may struggle to make strategic decisions due to the overload of unnecessary information.<\/span><\/p>\n

6. Psychological pressure \ud83d\ude23<\/span><\/h3>\n

\u00a0\u00a0 – Allowing everyone to enter at any time increases psychological pressure on the manager, leading to exhaustion, which can harm their mental and physical health.<\/span><\/p>\n

Having an open door for everyone is not always a positive idea! Setting specific times for meetings and discussions helps to achieve a balance between listening to employees and managing time efficiently.<\/span><\/p>\n

\ud83c\udfc6 To request services for Total Quality Management systems and other strategic analysis services or development plan design:\u00a0<\/span><\/p>\n

https:\/\/www.strategymission.org\/en\/request-services<\/span><\/a><\/span><\/p>\n

\u2013 Or get direct consultation via WhatsApp:\u00a0<\/span><\/p>\n

wa.me\/966115207024<\/strong><\/a><\/span><\/p>\n

Discount code: \u0637\u0645\u0648\u062d<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

“My door is open to everyone! I listen to all employees, from the cafeteria staff to the highest managers! Any employee can reach out … <\/i>\u0627\u0642\u0631\u0623 \u0623\u0643\u062b\u0631<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":9162,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"postBodyCss":"","postBodyMargin":[],"postBodyPadding":[],"postBodyBackground":{"backgroundType":"classic","gradient":""},"footnotes":""},"categories":[637],"tags":[],"class_list":["post-9177","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-en"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/9177","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/comments?post=9177"}],"version-history":[{"count":3,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/9177\/revisions"}],"predecessor-version":[{"id":9180,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/9177\/revisions\/9180"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/media\/9162"}],"wp:attachment":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/media?parent=9177"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/categories?post=9177"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/tags?post=9177"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}