A new business owner or manager can find it tough to know where to draw the line between being everyone’s friend and serving as an authority figure. But instead of turning into the bad guy when things get out of hand, here are a few alternative strategies for managing employees.

Encourage autonomy

Don’t be the type of boss who constantly gazes over employees’ shoulders to see where they’re at in carrying out a project. Micromanaging serves as a disadvantage to productivity. Employees need trust. They need to know that their managers believe they are fully capable of doing their work without a babysitter.

Over managing could disrupt employees’ natural rhythm of creativity or thought process, which can damage engagement and productivity.

Let peers evaluate one another

One way to get out of the bad-guy role is to put employees in charge of providing feedback to one another. Employees work closely with their colleagues anyway, so they often have a better grasp on who’s pulling his (or her) weight and who’s not.

Develop a system by which employees can thank one another for jobs well done or suggest ideas for improvement. Train employees to discuss improvement in a positive way — not to discourage someone.

Ask for feedback

Sometimes managers need to ask employees for feedback on their experience of working in an organization. Without feedback, there’s no way to see opportunities for improving and growing the company.

Listen and don’t try to deflect feedback with defensive statements. Let employees finish speaking. Thank employees for sharing.

Take action

Words that not followed with action add up to no change. When employees provide feedback, consider options to help meet unresolved needs. Take action to show your intention of making requested changes.

For example, if employees say they’ve been working long hours (say, coming in at 8 a.m. and not leaving until 7 p.m.), find solutions so that everyone can return to a normal schedule.