Employees that prefer micromanagement are uncommon. Having a manager who hovers over the employee is demotivating, checking and criticizing every tiny element of a job is intimidating. Being such a micromanager is also daunting, though sometimes you do not intend to be one but there are many reasons you might turn out to be a micromanager.
Here are a few ways to reduce micromanaging:
Establish Clear Expectations:
You will set your team up for failure if you do not define expectations and goal setting from the start. The clearer you are about the objectives of a project, when it has to be done, and the benchmarks you’ll use to gauge its success, the better your staff will perform.
Some managers micromanage because they believe they are the only ones capable of doing a specific task successfully—before even attempting to convey the work to someone else. Allow your employees to demonstrate their abilities by clearly outlining the goals of a specific initiative and how it relates to the organization’s mission. Establish clear communication and good bond with your employee through regular executive leadership coaching.
It is critical to emphasize that you are telling them what you want them to accomplish, not how you anticipate them to accomplish it.
Practise Delegation:
If you don’t know how to delegate successfully, you may end up micromanaging your team unintentionally. This is when leadership training comes into action. Through leadership training, it is critical to allocate assignments that play to each employee’s skills and aspirations while allowing them to learn and grow in their role.
According to Gallup’s study, CEOs who thrive at delegating make 33% more income. By abdicating some responsibility, such executives empower and increase staff morale while freeing up their time to focus on tasks that will provide the biggest returns for the organization.
When delegating, it’s important to remember that you shouldn’t tell your coworker how to complete a task step by step; that’s micromanaging. Instead, concentrate on the desired outcome and ensure they have the necessary resources, training, and authority to achieve it.
Let Go of Perfection:
There are numerous approaches to completing a job or assignment. The sooner you recognize this, the easier it will be to cease micromanaging. Allow your employees to experiment with their ideas and test new approaches to a specific problem.
Accept failure as a part of life. If you are someone who constantly repeats and rewards the thought, “It’s always been done this way,” your team will stagnate. Reward innovation while preparing for possible pitfalls that may arise from allowing your employees to try new things. If a project does not go exactly as planned, consider it a learning experience and a lesson learned for the next time.
You will be less likely to micromanage your team if you are open to fresh ideas and let go of perfectionism.
Employ the Right People:
This may seem apparent, but you must recruit the appropriate individuals. You’re more inclined to micromanage someone who is underqualified for a position or lacks the necessary skill set.
Every bad hire comes with a monetary cost: According to a Society of Human Resource Management report, the average cost-per-hire is $4,129, and it takes approximately 42 days to fill a particular post. That’s a lot of time for other employees to pick up the slack for someone you just let go, which could have an influence on general productivity and morale.
Inquire With Your Employees About How They Prefer To Be Managed:
If you want to build a good relationship with your team, find out how each member prefers to be managed. Some may say they don’t mind a little more hand-holding, but you’re more likely to hear that your employees value trust and autonomy.
By conducting this two-sided conversation, you demonstrate to your employees that you value their perspectives while also letting go of whatever preconceived notions you may have about how you’re performing as a supervisor. You may be missing obvious signals that you are a micromanager.
These suggestions do not imply that you should delegate all of your jobs to your staff or that you should cease checking in and providing feedback. Establishing open and effective communication routes and letting your employees know you’re available when needed is critical.
However, avoid being present when you are not required. Allow your employees to grow, learn, and experiment. Believe in their judgment, talents, and knowledge. It is your responsibility as a manager to stay focused on the big picture rather than becoming mired down in the specifics.
BeLeader is one of the leadership training companies in Pune that offers comprehensive corporate leadership training to reduce micromanaging and become a better leader.
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