How to Stop Micromanaging in 2022
According to an Accountemps survey, a majority of employees interviewed shared their first experience with an overbearing manager.
59% of employees interviewed reported working for a micromanager at some point in their careers. The survey also found that constant inspection hurts most workers. Of the majority who said they have been micromanaged, 68% said it reduced their confidence and 55% said it damaged their productivity.
Accountemps offers this six-step arrangement to promote micromanagers learning to loosen the restraints.
- Recognize that you might be the problem: Do you feel you have to do it all and keep a controlling hand on everything at all times? You might be a micromanager. We understand you don’t want an error in your tasks, but rest and let others do it.
- Keep the check-ins in check: Over timely asking about basic tasks given rarely helps employees get them done any faster or more efficiently. Give them clear directions and check-in once if need be, trust your team members to do their jobs.
- Let it go: Start practising control by dropping the red pen. You don’t need to put your stamp on every single item that passes your desk. Making changes to their work often simply for the sake of making changes and complaining is a habit worth breaking.
- Stop sweating the small stuff. When you allow yourself to get stressed by the little things, you’re taking away time and energy from bigger-picture organizational goals that could have a far greater impact on the bottom line.
- Get to the point: Identify a few tasks you currently handle that can be easily assigned to someone. Think about the time and skills needed for the task and then assign accordingly
- Empower your employees: When they’re managing projects, give co-workers the freedom to make decisions and yes most cases make mistakes. You might encounter some initial hiccups, but in the long run, giving them freedom will help your employees build confidence.
A productive process of leadership begins with having:
- A positive outlook on your co-workers. You see those individuals as independent, full of drive and quick to assume responsibility. If this is the case, then the work gets more exciting.
- Leadership is about engagement. Engaging your team. If you have co-workers that are engaged in the system, then they will set outstanding goals and try to reach them with great passion.
- Understand it is your employees who create the results! Trust their judgment, skills, and expertise. Does not matter how they got there, more important is that you have your results.
- Good people cannot work efficiently in bad processes. So they give up because you will do the work for them!
8 Other Steps You Should Follow to Stop Micromanaging Now
- Reflect on your behaviour: the first step is to develop an awareness of why you micromanage. “Most times it is because of your trust issues and insecurity that are making you exhibit these traits. it’s terrible for your company as they don’t grow and learn.
- Trust Your Team: many leaders who micromanage do so because they have trust issues. They don’t trust anyone else can do the job as well as they would do it. They believe they are the only ones that can do the job perfectly. Confront your issues and then seek to empower your team to succeed.
- Encourage An Environment Of Intrapreneurship: At Borderless we train our team to be intrapreneurs, which are essentially entrepreneurs within the company. They are required to do more than just perform the duties asked of them. We expect them to maximize their creativity and skillsets by leading, innovating and being an integral part of the vision.
- Ensure to keep the lines of communication open: always remember, you are there to make things easy for your team not to frustrate them. Communicate your intentions for the team, and make it clear to your team that you are available should questions or issues arise. This will help your team share and participate in your vision without you having to supervise every task that needs to be done.
- Ask your employees how they would like to be managed: ask your team how they would like to be supervised by you on unfinished tasks or how they would like to be held accountable. This allows your staff members to provide great feedback, builds trust, and gives them more workplace freedom.
- Endeavour to assign the right tasks to the right people: To be a good leader, learn to give the requirements of the job to the abilities of the person and give them access to do their work.
- Make your expectations clear from the start: Talk to your team from the beginning about what you want from each task and tell them the possible outcome you want them to get.
- Read books on leadership: Read books on how to be productive and a great leader, this will help you and the team and you will lead without being a micromanager.
Research has shown that micromanagement is among one of the top three reasons employees resign. It kills originality, breeds uneasiness, causes unnecessary stress, and demoralizes your team.
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