If you feel like you are micromanaging your employees or team members, now is the right time to think of changing that.
I mean I care about you, and no one likes a micromanager 😅
Here’s how to fix that!
Hire the right people.
You might be micromanaging certain employees because you find them underqualified. It’s okay if you wait one more month to hit the right hire!
Provide annual training for your employees to make sure they’re all up to date on the fast growth of the industry.
Articulate your expectations clearly.
Adequately communicate what’s expected from the employees. It will help you take your mind off their tasks and help them perform better.
Schedule performance reviews regularly. Your employees should be well evaluated and told what their strengths and weaknesses are so they can develop their skills.
Frequently set performance indicators with your employees to re-evaluate your goals and progress, redefine success, and analyze failures.
Practice the art of delegation.
If you don’t know how to delegate, you might end up becoming a micromanager without even knowing.
Assign tasks that are suitable for each employee’s strengths and skills. This allows them to learn and grow in their role.
When you assign a task, don’t tell the employee how to do it step by step, that would be micromanaging. Instead, focus on clearly explaining the desired outcome, and make sure that they have the right resources and skills to do it!
A 2014 research at Gallup studied 142 CEOs and showed that those who delegate better generated 33% greater revenue than those with low or limited levels of the Delegator talent.
Establish clear work expectations.
Tell your employees what you want to be achieved, not how to achieve.
Be clear about the objectives of a project or task, set firm deadlines, and elaborate on the benchmark you’re going to measure the success upon. Your employees will perform much better when you make all that clear.
Give your employees the chance to prove their skills by setting clear goals and seeing how they go on about them using their own creative ways.
Don’t be a perfectionist.
There are many ways to do a task. If your employee is doing it differently, they’re not wrong as long as they’re achieving the same goal you want. Not everyone should do it your way.
Give your employees the power to try their ideas to approach tasks or projects.
Be ready to embrace the mistakes that will come with allowing your employees to try new things. Every step done is a lesson learned for later!
Hone your management skills.
Develop your confidence as a leader. One of the core reasons for micromanaging could be your insecurities and lack of confidence in your leadership skills.
Work on yourself just as you work on your employees. Consider attending leadership workshops and self-management classes to better communicate with your employees and lead them confidently.
Ask for feedback.
Just as you give it, as for feedback from your employees or team members.
Carefully listen to them and show them that you value their input and would make an effort to become a better manager.
Giving such an opportunity to employees will make them feel more valuable and allow them to speak up about their concerns. They’ll feel they can tell you what’s bothering them and maybe even suggest ways to improve your relationship with them.
However, be aware of dumping all the workload on your employees or team members.
Fighting your micromanaging urges doesn’t mean to completely stop checking in or providing feedback, it’s all about having a light presence that helps them rather than pressure them!