Micromanagement is one of the most widely condemned managerial sins and one of the most common employee complaints.
According to a study done by Accountemps, 60 percent of employees have worked for a micromanager at some point in their career. 55 percent of those employees who said that they’ve been micromanaged stated that it hurt their productivity, while 68 percent said it decreased their morale.
A micromanager is someone who’s a total “control freak”, hovers over their employees, is unable to delegate, lasers in on details, prefers to be cc’ed on all emails, and is rarely satisfied with their team’s work. A manager must personally make most decisions, be in the front and guide others when it comes to the performing every significant task and in extreme cases, you must tell your workers which step to take.
If you find that you’re exhibiting most, if not all, of these undesirable behaviors, you definitely need to stop.
Luckily, there are ways for you to curb your micromanaging tendencies. In this post, we’ll provide you 5 ways to get you started down the road to micromanaging recovery.
Place careful thought as to the roles the individual you’re hiring will fill, the skill sets they’ll need, the personality attributes are significant when it comes to completing their tasks, and any experience that would differentiate one applicant with another. If you have the right people in place, you’ll find it a lot easier to let go of the reigns.
Establish procedures for everything – hiring, production, distribution, customer service, all of it.
Create procedures for the things that you want to accomplish, document them and then transfer the knowledge that’s needed for your team members to get it done. You can even conduct “scenario trainings” so you can teach your staff how to properly perform the tasks that you need done.
Prioritize what matters and what doesn’t.
Determine what work is critical for you to be involved in and what items are less important. Once you’ve figured out your big-ticket items, focus on them and delegate some of your other less important tasks to your team. You can also use Time Doctor, a tool that can make time management and monitor work performance of the team easier.
Clearly and frequently articulate expectations to your team.
Clear, concise and consistent communication is vital when it comes to effective delegation. Set Key Performance Indicators with your team so they’ll be made aware of their goals. Schedule ongoing face-to-face meetings or team-focused teleconferences to check on progress, re-evaluate goals and provide detailed feedback. Make sure that you also remain accessible in between team meetings to answer questions, provide guidance and help solve problems when necessary.
Give your employees decision-making power.
When your employees are managing projects, give them the freedom to make decisions, as well as make mistakes. Reveal and point out how you would envision the outcome but let them figure out how to obtain the outcome you’re seeking, not just spoon feed them 100% of the time.
As a small business owner who is both financially and emotionally invested in your business, the idea of stepping back and letting go would probably be frightening for you and fighting your micromanaging impulses might be really hard, but the dangers of micromanagement far outweigh their benefits. By following the strategies listed above, you can turn into an effective and better manager compared to the past.