Everyone knows that a micromanaging boss hinders the progress of a company reaching its goals in addition to the day-to-day enjoyment of its employees. Both of these outcomes from micromanagement affect the motivation and performance of your employees and can create a negative environment.
Are You Micromanaging Without Knowing?
While most people don’t try to micromanage, we have a list of five reasons it can happen inadvertently.
Measuring too many things.
The advances in technology and available data is amazing. It can help offices be more productive, cut costs, reach more customers, etc. However, tracking, just for the sake of tracking leads to micromanaging and confusion. Instead, focus on what’s most important. Measure one or two things for each project or area of the company and only add to those if absolutely necessary.
Monitoring too much.
Where measurement deals with data, monitoring is concerned with behavior. Another point of confusion is when a manager thinks they are mentoring an employee, but in reality, they are just constantly looking over their shoulder. Step back and give your employees the space to do their work. After all, you hired them, confident in their abilities. You can always suggest your openness to mentor them, should they want any coaching on specific skills.
Gathering too much consensus.
When making a decision, it’s important to collect input from employees who will be affected or involved in that decision. Too much discussion, however, can lead to confusion and things not getting done. To avoid this trap, set a deadline to make decisions. If input isn’t gathered by then, move on!
Intervening too much.
Don’t be a “helicopter boss.” Your employees are allowed to make mistakes – and then they can learn from those mistakes! A manager who always jumps in doesn’t give their employees the opportunity to learn some valuable lessons and bounce back stronger, smarter and more experienced than before.
Creating too many priorities.
Many people, including managers, can fall into a trap of trying to achieve too many tasks or goals that aren’t related. If you set too many priorities that all fall on the same level of importance, you only create confusion. Plus, employees become overworked without clear direction. They will begin to question true priorities in addition to the competence of leadership. A real priority will be like an umbrella, covering the entire company. Within the company, each department will have their overarching priority that fits underneath the umbrella. Then, leave it to department heads to determine how to break down their priority among their employees – everyone will be able to do their part to work towards the company’s umbrella priority.
Looking for More Management Advice?
For more help on being a confident leader for your office, visit Principle Personnel. We can help you be a manager who stands out and inspires success!