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How much do our staff need managing by us these days?

In this current environment of highly developed technology and hopefully more enlightened concepts of what constitutes good management, how much input and day to day direction do we really need to give to our employees?
Technology and the knowledge needed to use it efficiently and effectively now resides much more in the worker themselves than in their boss.
We usually have to rely on our people doing it right themselves and often have to ask them for guidance to complete some of our own tasks - particularly in the I.T. end user systems environment!
Even the concept of having an autocratic, controlling boss is less unusual now in these days of empowerment. Most modern day managers adopt a "Theory Y" approach to managing their people, believing them to be trusted, motivated and capable of doing a good job independently of us - rather than the "Theory X" approach which assumes that they are not to be trusted and therefore need to be watched and checked up on every step of the way.
So if we adopt the approach behind a "Theory Y", empowerment, knowledge is key philosophy as a line manager then what then is left for us to "manage" our people about?
The output of their job has now become much more important than the input as to how they should do it - provided that they have been inducted and trained effectively for their new role.
Selecting the right people with the right knowledge, skills, aptitudes and attitudes, who will fit into and contribute to the Organisation's culture is a key management function.
Providing these employees with the right tools and environment to do their job is key - as is giving them the appropriate motivational stimulus to set and keep them on the right path.
Monitoring the progress, performance and behaviours of our employees is a key activity which requires us to keep in close touch with our people, to observe and listen to them sensitively and to use mature judgements about when and how to intervene.
Good communication and relationship skills are then required if difficulties do arise.
So if you or your managers need help to adopt this balanced management style and approach or to build the appropriate skills then please contact us.