Here's how you can delegate responsibilities without micromanaging as a warehouse manager.

That's a great point! Building trust with your team is essential for effective delegation and a productive warehouse team. By understanding each team member's strengths and weaknesses, you can assign tasks that play to their strengths and challenge them to grow without overwhelming them. When you demonstrate trust in your team members' abilities, it: 1. Encourages ownership and accountability 2. Fosters a sense of pride in their work 3. Boosts morale and motivation 4. Promotes a more self-sufficient and proactive team 5. Develop a positive and supportive team culture By showing confidence in your team members' abilities, you create an environment where they feel valued, empowered, and motivated to excel. This leads to increased productivity

Often as managers, we become narrow-minded, find comfort in our process, and stop looking outside the box. However, trusting your team to complete the process and procedures without forcing our way of completing allows teams to grow. It opens the door to new innovative ideas that likely increase productivity. During this process, a manager should be vigilant in offering support and positive reinforcement. Trusting your team and taking a hands-off approach is beneficial and encourages your employees to understand their fellow coworkers and become a team playing to each other's strengths.

I agree. Trust is essential for delegation. By understanding your team's strengths and giving them challenging but achievable tasks, you show trust and empower them to take ownership. This increases morale and fosters a more proactive team.

Uma boa forma de demonstrar a confiança é delegar a tutela de um indicador, tarefa ou plano de ação para os colaboradores, sem esquecer que a responsabilidade segue sendo sua.

In high-pressure logistics and manufacturing, transparency is key. Opaque on-boarding or executive communication that downplays the intensity can feel like gaslighting and ultimately setting new hires up for frustration and failure to begin with. Distrust breeds disengagement or taking shortcuts in processes, hurting efficiency and morale. It often fosters compartmentalization or companies may have high turnover that is difficult to cauterize. Empowering teams through trust unlocks dormant potential and strengths. Clear communication fosters ownership, problem-solving, and innovation. Trust turns pressure into a competitive advantage, building a resilient, engaged workforce that drives long-term success.

Com o compartilhamento de demandas e ações, definir onde se espera chegar e monitorar esta evolução ou regressão é importante para ir pilotando o direcionamento e decisões tomadas, mas não estabeleça metas intangíveis, pois o efeito motivação pode ser inverso.

SMART goals are a strong foundation, but trust requires more. Delegate tasks that leverage each team member's strengths, fostering ownership (inspired by StrengthsFinder). Create a safe space for admitting mistakes and offering ideas (think Amy Edmondson's work). Break down big goals into achievable steps (like James Clear's "Atomic Habits"). Use regular meetings and frameworks (like OKRs) to ensure everyone's aligned. Regular check-ins, celebrating wins, and addressing challenges together build trust through open communication. Embrace learning - mistakes are stepping stones. Overpunishment of mistakes made stunts progress, morale, and performance in a form of self sabotage.

I see eye to eye with the advocate of this approach. Clear communication on targets to be achieved can only lead to sound delegation of tasks which in turn will lead to a clear mitigation of the need for micromanagement. It's like asking someone to wake up at a certain hour of the day while giving them an alarm set at that specific hour!

Não somente ter metas tangíveis, mas permitir que todos os recursos estejam disponíveis, pois mesmo sendo uma meta simples de se atingir, não havendo os recursos disponíveis, será o mesmo problema motivacional.

Over 15 years in logistics, I've seen companies preach delegation but struggle with a top-down, oversight-heavy culture. Great ideas from the ground get stuck due to miscommunication, poor training, and Narcisstic leadership unwilling to consider them. Imagine the frustration: unclear instructions lead to rework, minimal WMS training slows us down, and good suggestions get stonewalled unless they seem like the leader's idea. It's a recipe for a disengaged team and constant micromanagement. The answer? Flip the script. Empathic Leaders who actively listen, invest in training/infrastructure/safety, and communicate clearly their vision to build trust and empower their teams. This, not just "false oversight," drive innovation and success.

Esteja sempre disponível para tirar dúvidas, esclarecer pontos do processo, ação ou tarefa, se possível 24 horas e faça feedbacks constantes.

Alice Carroll is quoted for "If you don't know which way to go, any road will take you there." However, having been in 15 years in logistics, from picking to implementing WMS systems in over 8 startups, a key lesson: unchecked monitoring of progress can be an absolute road to disaster and a path you might want to consider avoiding. Think of it as a lighthouse. Ships need support from a beacon in the dark often coming inbound or outbound to avoid risk of danger of the captain and their crew. Imagine not tracking the progress of traffic control, finances, security, inventory, or productivity, or customer orders. Flying blind is no way to steer a ship towards success. Who are you today without a yesterday or a tomorrow to be your compass?

Marque pontos semanais ou quinzenais para avaliar como estão as demandas, as ações e indicadores, é o momento para corrigir desvios e reavaliar ações.