How to Stop Micromanaging Your Employees
Micromanagement is not a very attractive trait for managers. Having a boss who wants to micromanage every aspect of your life can be a significant turnoff to potential employees.
According to a survey conducted by the staffing firm Accountemps, 59 percent of employees have worked for a micromanager.
Sixty-eight percent of those polled reported a drop in morale. In comparison, 55 percent reported a decline in productivity—two adverse side effects can lead to a more significant problem: employee turnover.
According to the Work Institute’s Retention Report, replacing an employee costs companies 33 percent of that worker’s annual salary. If you don’t prioritize retention, this can quickly add up.
To improve retention, one territory you should zero in on is to quit micromanagement. While there may be occasions where you should be more involved, for example, when you’re preparing new staff or attempting to help an employee who doesn’t meet expectations, you likewise need limits.
Monitoring all elements of each task and requiring regular progress reports from your team will not benefit anyone.
Micromanagement is one of the main three reasons employees find employment elsewhere, as indicated by research. It kills innovativeness, breeds doubt, adds unnecessary pressure, and unsettles your team.
If you want to stay away from the results of micromanaging your team, here are a few techniques to try.
How to Stop Micromanaging
1. Try delegating
You may unintentionally micromanage your group if you don’t have the foggiest idea of how to delegate successfully.
It is vital to designate assignments that capitalize on every employee’s qualities and goals while additionally permitting them to learn and fill in their job.
According to a Gallup report, Employers who are good at delegating bring in 33% more income.
These executives inspire their staff and raise their productivity by giving up some responsibility, all while freeing up their resources to work on tasks that will deliver the best outcomes for the company.
While delegating, keep in mind that you shouldn’t tell your coworker how to complete a job step by step; that would be micromanagement.
Instead, concentrate on the intended result to make sure they have the necessary tools, preparation, and autonomy to achieve it.
2. Set Clear Goals
You’ll set the team up for disappointment if you don’t set goals upfront.
Your staff will do best if you are specific on the goals of an assigned mission, what needs to be finished, and the metrics you will use to assess its progress.
Some bosses micromanage because they believe they are the only ones who can effectively complete a task—before ever attempting to show anyone else how it’s done.
Allow your employees to demonstrate their abilities by clearly stating the objectives of a new project and how they relate to the team’s goals.
It’s essential to reemphasize: This implies you’re mentioning what you need them to accomplish, not how you anticipate that they should achieve it.
3. Forget Perfectionism
A mission or job may be completed in many ways. It would be easier to avoid micromanaging if you recognize this as soon as possible.
Allow your workers to try out new solutions and alternatives to a problem by giving them the freedom to do so.
Accept failure. Your team will stagnate if you repeatedly repeat and reward the maxim, “It will always be done this way.”
Encourage innovation and be prepared for any mishaps that can occur due to allowing your staff to execute new ideas.
Find a project that doesn’t go as expected as a learning experience and a lesson for the future.
You’ll be less likely to micromanage the colleagues if you’re open to fresh ideas and let go of perfectionism.
4. Employ the Right Talent
This may seem obvious, but only qualified candidates should be hired. Someone who is incompetent for a position or lacks the necessary skill set is more likely to be micromanaged.
Any blunder in hiring carries a monetary cost: As per a survey conducted by the Society of Human Resource Management, the total cost per hire is $4,129.
The average time to perform a job is 42 days. It’s a waste of hours for other employees to fill the gap for someone you just fired, and that could affect efficiency levels and performance.
5. Find Out How Your Employees Want To Be Managed
Ask each person how they want to be handled if you’re going to build a good relationship with your staff.
Some employees will claim they don’t mind a little more guidance, but you’re more likely to hear that they respect trust and independence.
By facilitating this two-sided dialogue, you show your colleagues that you value their input while still eliminating any preconceived ideas you might have about your supervisory abilities.
You may be a micromanager despite ignoring apparent indicators.
Conclusion
These suggestions do not imply that you should delegate all of your duties to your staff or that you should stop checking in and getting input.
They are just a guide on how to stop micromanaging your employees due to the negative effects it has on them. Establish direct contact lines and let your colleagues know you’ll be there anytime they need you.
However, avoid being present when you aren’t needed. Allow your employees to experiment, learn, and evolve.
It would be best if you put your confidence in their judgement, talents, and knowledge.
A boss has to stay focused on the big picture rather than being bogged down in the nuances and micromanaging.
About the Author
Eugen Spivak is a multi-award-winning author, business strategist, and a business coach. Eugen is the founder of the Canadian Institute of International Business, an organization focused on a better way to learn business!
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