Why Minimize Micromanagement?

By Team - Doble Group, LLC 2015-02-11

micro-management

Have you ever heard the expression, “If you want something done properly, do it yourself”? If you want your business to succeed in today’s world, you must understand that expression is no longer valid. Sometimes business owner and or manager feel like they have to do everything for those they manage. As if no one else has a clue of what they are doing. If you feel that way, you might be micromanaging your employees and it could be hurting both your team dynamics and your business’s success. This detrimental approach usually results in low morale and resentment towards the manager and or owner, along with inefficiency on the management side. There is a reason why a manager has employees to his or her charge, one person can’t simply do it all. You should invest some time to develop your employees and make them self-sufficient. If you resolve to let employees work for their own success, you could be surprised at how well they do.

The Symptoms of Micromanagement

Instead of delegating small assignments to other employees, a micro-manager devotes his or her attention to every element of daily business, by doing this he or she will end up neglecting their own responsibilities. Control may take the form of numerous, and frequently unnecessary reports, approval for any business decisions, and input on all projects. This method of management can create distrust among employees, delays decision making and hindrances to overall performance and growth of individuals and the business overall.
Some signs you might be micromanaging your employees: you have a difficult time delegating even the most menial tasks, you have a hard time seeing the forest for the trees, you ask for multiple reports in one week, even though they don’t change much, your team seems less motivated day to day, or you have a high employee turnover. These problems can be corrected if you resolve to relinquish some control this year.

The Effects

Employees often disengage if they feel their thoughts or decisions are not taken into consideration. In this way, micromanagement provokes a decline in production, can eliminate trust, repress opportunities for personal growth, and may generate anti-social behavior between employees.
In addition, seizing absolute control can inhibit your employees from learning or innovating by trying different approaches for the good of the company. You also will have a hard time accurately evaluating skill sets or work ethic if you don’t give any employees credit for what they do on their own.

A More Positive Approach

As a manager or business owner you cannot focus on everybody’s small details. What you should do is make everybody understand the importance of details and accuracy. You as a manager or business owner have to concentrate on your own details and on the bigger picture. Sit down and set clear, performance goals for those you manage, and then step back and let them follow those goals without your help. It is very important to help your employees build confidence and make them feel important, give them responsibility and never forget to recognize a job well done.

Releasing this little bit of control can help you gain your employees’ trust so that they come to you for help when they do make mistakes.

The reduction of micromanagement takes trust, time, and communication. As a manager, you should offer support and advice, and keep positive attitude when difficult situations arise. Don’t highlight or take action only when something goes the wrong way or when someone makes a mistake. Positive feedback and motivation can lead to good relationships between employees, and these optimal relationships can strengthen the company culture and make the business more successful.

As a manager, you might feel incredibly close to your business and desire constant control. It’s good to care about doing your job well, but that doesn’t mean you should try to take over the jobs of others. Let your employees prove their aptitude by relinquishing some control to them. If you do, you could have a more creative, more innovative, and more engaged office sooner than you think.

There are very good ways to get this done and get everybody involved if you implement work.com in your job environment. Everybody could stay up to date with chatter, the employees can share their best practices, and everybody will know when you acknowledge someone’s great job. Salesforce offer enormous opportunities for you to improve your business environment and overall performance.

Reference: Salesforce