Have you ever heard a worker say, “I love my boss! My supervisor is a total micromanager.” Probably not. Not only do employees detest micromanagement, it’s also the least productive form of leadership. Increasing the pressure on a staff member can be detrimental to their effectiveness. We’re here to help you diagnose your level of micromanagement, and treat it with some simple fixes to help you get the best out of your team.
Am I Micromanaging?
Sometimes it can be difficult to evaluate your own leadership style. Your staff may perceive things differently than you intend, even if you feel like you’re not being overbearing. Any manager can fall into the trap of “babysitting” their workers a little too much, so try to take a step back to assess your methods. You may be micromanaging if you:
- spend more time than necessary giving initial instructions to employees
- frequently check-in on staff while they work
- interrupt a project or change and re-assign roles after tasks have been assigned
If you identify with two or more of these traits, you may be micromanaging your people. Don’t stress – we can help channel your leadership abilities into a more productive management style.
Strategies to Avoid Micromanagement
We’ve got a list of three tips that will help you be a more effective leader. Here’s how you can stop micromanaging and let your team succeed.
1) Create Relationships
One of the best ways to cure a case of micromanagement is to get to know your people. Developing stronger relationships with your workers helps you understand their strengths and develop compassion. Try setting up weekly or monthly one-on-one meetings to address issues, rather than following up throughout every project.
2) Delegate Small Tasks
If you feel like you can’t trust your staff to get the job done, start small. Assign them minor tasks and give them a chance to prove themselves. Building trust and keeping your employee accountable will help you both feel confident going forward. Give your people opportunities to prove themselves, and your team will become self-sufficient enough to accomplish any task independently.
3) Remember the Benefits
When you feel yourself slipping back into old habits and hovering over projects, think about the nature of micromanaging someone. Sure, the task may get done the way you prefer. But you hired your staff to bring something special to the team and develop their skills. If an employee isn’t given the chance to tackle their work, abilities like problem-solving, creativity and innovation will atrophy. Overseeing everything a worker does cripples their strengths and your entire team. Micromanagement means nothing can get done without you, which limits everyone’s capabilities.
Embracing a New Strategy
Once you’ve kicked your micromanaging tendencies to the curb, it’s time to communicate with your workers and listen to their needs. Create a management strategy that features a more diplomatic approach, and work with your staff to create an honest feedback mechanism that will help you and your staff grow.
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