What does "monkey business" mean? The term "monkey business" comes from the management literature and was first coined by William Oncken Jr. and Donald L. Wass in their article "Management Time: Who's Got the Monkey?" used. In their article, they describe a situation in which employees "delegate" problems or tasks to their managers, who then take over and solve them. As a result, the manager is burdened with more and more responsibility and the employees are relieved. In a figurative sense, the task or the problem is "thrown" from the employee to the manager like a "monkey", whereby the manager becomes a "monkey keeper" and takes care of the problems of the employees.
Why do managers coddle employees? There are several reasons why leaders may coddle their employees:
-
Lack of trust: A manager who does not trust their employees may tend not to give them independent decisions or tasks. Instead, she takes on these tasks herself to make sure they get done the way she wants.
-
Perfectionism: Leaders who have a strong tendency toward perfectionism can tend to coddle their employees to make sure everything gets done exactly the way they want it to. They may have difficulty accepting employees' work if it does not meet their high standards.
-
Time pressure: Managers may be pressed for time and try to solve problems quickly by taking on their employees' tasks, rather than investing time in delegating and supporting their employees.
-
Fear: The fear of confrontations with employees and possible fluctuation ensure that the manager wants to make things as easy as possible for the employee. They are therefore no longer required in their daily work.
Why is "Monkey Business" problematic? The phenomenon can have long-term negative effects on the organization:
-
Executive overload: When executives take on too many tasks from their employees, they can become overloaded and have less time for their own tasks and strategic planning.
-
Lack of employee development: If employees are not given responsibility and do not have to carry out their tasks independently, they cannot develop further and reach their potential. This can lead to a lack of motivation and engagement and affect employees' long-term career development.
-
Dependence on managers: When employees constantly delegate their tasks to their managers, they develop a dependency on their support and decision-making. This can result in them working less independently and not developing their problem-solving skills.
-
Poor time management: When managers constantly take on tasks from their employees, this can lead to inefficient time management. The manager can get lost in operational tasks and have less time for strategic planning and leadership.
How can executives avoid "monkey business"? There are several approaches leaders can use to avoid monkey business and manage their people effectively:
-
Delegation of responsibility: Managers should learn to delegate tasks and responsibilities to their employees and give them the opportunity to work independently and make decisions. This enables employees to develop further and take on responsibility.
-
Communicate clear expectations: Managers should communicate clear expectations to their employees and ensure that they understand what is expected of them. This enables employees to work independently on their tasks and deliver their results.
-
Develop trust: Managers should build a relationship of trust with their employees and give them the opportunity to do their work independently. Trust is an important factor in motivating employees and encouraging them to take on responsibility.
-
Offer coaching and support: Instead of taking on tasks, managers can offer their employees coaching and support. This can be done through regular feedback sessions, mentoring or training to build employee skills and confidence.
-
Reserve time for strategic planning: Managers should consciously reserve time for strategic planning and management tasks and not just lose themselves in operational tasks. This allows them to focus on long-term goals and the development of their people.
-
Restricted innovative power: If employees are denied the opportunity to make decisions and solve problems independently, the innovative power of the organization can be restricted. New ideas and perspectives can be suppressed because employees do not have the freedom to develop their own solutions.
"Monkey Business" can have long-term negative effects on the organization by promoting executive overload, lack of motivation among employees, dependence on executives, poor time management and limited innovative capacity. To avoid this, it is important for leaders to find a healthy balance between delegating responsibility and providing support. By giving employees the opportunity to work independently, take responsibility and develop themselves, leaders can create a positive work environment that leads to motivation, engagement and innovation.
