Team Trust VS Micromanagement

In discussing team trust, please allow me to draw it from a Korean drama “Itaewon Class”. Drama ini menceritakan perjalanan Park Sae-royi membangun bisnis dari kedai kecil hingga menjadi perusahaan industri makanan yang sukses hingga mancanegara. Kesuksesan Sae-royi dicapai dengan bantuan timnya yang percaya kepada Sae-royi dan sebaliknya.

Di awal kedai berdiri, Chef kedai memasak dengan tidak becus sampai Manajer kedai mengusulkan kepada Sae-royi untuk memecatnya. Apa yang dilakukan Sae-royi sebagai pemilik kedai? Sae-royi memutuskan untuk tetap mempekerjakannya karena percaya bahwa dia dapat memasak masakan yang enak.

Kepercayaan dari Sae-royi membangkitkan moral dan semangat Chef untuk terus menyempurnakan masakannya hingga berhasil membuat “signature dishes” yang lezat sehingga kedai ramai pengunjung dan terkenal. Chef tersebut bahkan mengalahkan Chef restoran terkenal No. 1 di Korea (Janga) dalam kontes nasional “Kedai Terbaik di Korea” sehingga banyak yang berminat untuk membuka franchise kedai tersebut.

Dari sini kita melihat bahwa rasa percaya dari atasan meningkatkan moral dan percaya diri dari anggota tim. Anggota tim menjadi percaya bahwa mereka memegang peranan penting dalam mencapai kesuksesan tim. Hal ini membuat mereka dengan sendirinya engage dengan tujuan yang ingin dicapai dan all out memberikan yang terbaik untuk mencapai tujuan.

Menurut Forbes, mustahil ada sukses tanpa rasa saling percaya dalam tim. Kepercayaan dalam sebuah tim menghasilkan produktivitas lebih tinggi, deliverable lebih berkualitas, pengambilan keputusan yang lebih cepat dan lebih baik, mendorong terjadinya inovasi, dan tentunya, at the end of the day, menciptakan suasana kerja yang menyenangkan. Siapa sih yang ga mau suasana kerja yang nyaman?

Buat yang jadi atasan, beware, ada behaviour atasan yang merusak trust dalam tim, namanya micromanagement. Dan seremnya, banyak atasan yang tidak sadar mereka melakukan micromanagement tersebut.

Ciri-cirinya seperti apa? Antara lain:

1) Control freak, sering mengecek status progress pekerjaan walaupun sebenernya tidak perlu-perlu amat

2) Sering mengurusi hal perintilan yang seharusnya sudah tidak diurus oleh atasan dengan level jabatan dan gaji tersebut

3) Marah apabila pekerjaan tidak dilakukan sama persis dengan cara yang biasanya dilakukan oleh atasan, dan banyak hal lainnya.

Micromanagement dilakukan atasan dengan alasan agar tidak gagal. While it seems okay for short term result tapi long term wise, behaviour ini merusak. Behaviour ini mengancurkan moral dan mempreteli rasa percaya diri anggota tim karena mereka sudah dicap tidak mampu melakukan pekerjaan dengan baik dan tidak bisa menghasilkan deliverables yang berkualitas.

Behaviour atasan seperti itu tentu tidak menunjukkan trust kepada anggota timnya sendiri dan tentunya anggota tim akan berlaku hal yang sama. Kalau dalam satu tim sudah tidak saling percaya, bagaimana mau mencapai sukses dan tujuan akhir yang besar? To conclude, considering all of those benefits by establishing trust within a team, why we opt for other option? Having trust within a team is A MUST!

4,285 thoughts on “Team Trust VS Micromanagement

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