All too often I hear from managers that they wish their employees would be more self-directed and not be so dependent on them. I hear from employees that their managers don’t give them enough feedback about their performance, micromanage them, or are unclear or evasive about what is expected of them. Managers want self-directed employees; employees want direction and feedback.

How do you fix this dilemma? Both managers and employees need to participate in the solution. Attached are 10 specific actions that managers can take to create a work environment where self-directed performance is fostered, supported and rewarded and 10 specific actions employees can take to step up and be more self-directed.

By Theresa Gale,