Effective management requires more than delegating tasks—it involves fostering a collaborative environment where employees feel empowered to contribute their ideas, take ownership of their responsibilities, and grow professionally. One common misconception is that being a good manager means giving orders. While issuing orders may seem efficient, it often stifles creativity, limits opportunities for learning, and can hinder team engagement. Instead, managers should focus on providing clear, actionable instructions, which not only clarify expectations but also encourage employees to think critically and explore innovative approaches to completing tasks. By adopting this method, managers can unlock their team’s potential and drive better results.
Why Avoid Giving Orders?
When managers give orders, they dictate exactly what needs to be done without leaving room for employees to think critically or offer their input. For example, telling someone to “Put that file on my desk” is an order. While it may seem efficient, this approach has two major drawbacks:
Get training in Lab Leadership Basics and earn CEUs.
One of over 25 IACET-accredited courses in the Academy.
Lab Leadership Basics course
Limits Problem-Solving Opportunities: Employees miss the chance to explore alternative or more efficient methods to achieve the desired outcome.
Hinders Learning and Growth: By prescribing every step, managers prevent employees from developing problem-solving skills and gaining valuable experience.
Orders are appropriate in situations that require immediate action, such as emergencies or military operations. However, even in structured environments like the military, leaders often prefer to give instructions when possible to encourage initiative and adaptability.
Benefits of Giving Instructions
Providing instructions rather than orders shifts the focus from “how” a task is completed to “what” needs to be achieved. This approach has several key advantages:
- Encourages Critical Thinking: Employees must think about the best way to accomplish the task, fostering creativity and innovation. By engaging in this process, they develop problem-solving skills and may even discover methods that improve efficiency or effectiveness.
- Promotes Accountability: When employees devise their own solutions, they are more likely to take ownership of the process and outcomes. This sense of responsibility enhances their commitment to delivering quality results and helps build a culture of accountability within the team.
- Enhances Buy-In and Support: Empowering employees to determine their methods often leads to greater commitment and enthusiasm for the task. When employees feel they have a say in how work is approached, they are more likely to view the task as meaningful and to advocate for their chosen solutions.
For instance, instead of saying, “File these documents in this specific way,” a manager might say, “Ensure these documents are organized and easily accessible for the team by end-of-day.” This leaves room for the employee to decide how best to organize the files while meeting the manager’s expectations.
The Importance of Clarity in Instructions
While instructions offer flexibility, they must be clear to avoid confusion. Vague instructions can lead to miscommunication and inefficiency. Managers should outline:
- Specific Goals: Clearly state what needs to be accomplished. For example, instead of saying, “Review the data,” specify, “Analyze last quarter’s sales data and prepare a summary of key trends by Friday.” This helps employees focus on the task's objectives and understand exactly what’s expected.
- Deadlines: Indicate when the task should be completed. Providing a clear deadline ensures that employees can prioritize their workload effectively and prevents delays in project timelines. For instance, specifying “Submit the draft report by 3 PM on Thursday” eliminates ambiguity about timing.
- Expected Outcomes: Describe the desired results or deliverables. By articulating what success looks like, employees have a clear target to aim for. For example, instead of vaguely asking for a “progress update,” request “a detailed report outlining milestones achieved and any roadblocks encountered.” This ensures alignment between the manager’s expectations and the employee’s efforts.
Providing precise instructions ensures employees understand the task’s objectives while still granting them autonomy to determine how best to achieve them.
Frequently Asked Questions
Why is it important to give instructions instead of orders?
Giving instructions allows employees the freedom to think critically and develop their own solutions, which fosters creativity, accountability, and engagement. It also helps them grow professionally by encouraging problem-solving skills.
How can I ensure my instructions are clear?
To ensure clarity, specify the goals, deadlines, and expected outcomes for each task. For example, instead of saying, “Review the data,” specify, “Analyze last quarter’s sales data and prepare a summary of key trends by Friday.”
When is it appropriate to give orders instead of instructions?
Orders are necessary in urgent or high-stakes situations where immediate compliance is required, such as emergencies. In most other scenarios, giving instructions is more effective for fostering a collaborative and productive work environment.
Conclusion: Empowering Through Instructions
A manager’s role is to guide and enable their team to achieve organizational goals. By giving instructions instead of orders, managers foster an environment of trust, collaboration, and innovation. This approach not only enhances task performance but also contributes to the professional growth and satisfaction of employees. The next time you’re about to issue an order, pause and consider how to frame your request as an instruction—the results may surprise you.
This content includes text that has been generated with the assistance of AI. Lab Manager’s AI policy can be found here.
