For effective management leading to more profits, it’s important to avoid micromanaging your employees.
There are many types of micromanagement that cause employees to feel like they’re constantly watched by big brother. Such an environment prevents employees from performing their best. It most certainly causes a stressful and toxic workplace, and limits creativity and innovation.
Some ramifications of micromanagement:
- Employees lack a sense of confidence in working on their own.
- Employees feel too stressed on the job causing them to fail in concentrating on their work and creates low morale.
- Employees aren’t given the opportunity to share productive ideas.
- Without effectively delegating, employers lose valuable time by micromanaging.
- Employees fail to learn how to assess the quality of their work and see their mistakes.
- Employee retention problems skyrocket.
- Managers suffer from burnout.
- Managers fail to hold productive meetings.
Positive steps to avoid micromanaging:
1. Enhance your ability to manage.
You don’t have to oversee every minute detail of employees’ work. You should be involved at the start of an assignment, but soon be sure to create enough space for your employees.
2. Learn your employees’ strengths and weaknesses.
For workplace trust, it’s vital to understand your employees — who they are and what they’re capable of doing. In this way, you can manage without breathing down their necks.
Study what your employees know to do by themselves and what they might for more support or what they need to learn.
3. Become detached.
Don’t become too involved — take a step back to observe your employees’ progress. Analyze how they’re doing for the short term and long term. Then, determine what you need to do for the achievement of your team’s goals.
4. Evaluate and focus on how to improve your own time-management skills.
Good managers are able to see the big picture for success. Don’t get spread too thin. You won’t be able to see the big picture if you’re not completing your own tasks because you’re a micromanager. So make certain you’re skilled in prioritizing for time management.
5. Get a good mentor who have happy work environments.
Learn from great managers and their styles.
6. Help employees to be comfortable in communicating with you.
By creating a positive environment for communication, your employees will be comfortable and ask you for help when needed. With an open communication, your employees won’t be stressed and will be more creative while becoming better decision-makers. Plus, they’ll undoubtedly offer you great ideas.
Good luck!
From the Coach’s Corner, here are related management strategies:
Introduction to Effective Management Behavior — Managers must have a vision for success, and adequately explain their expectations to employees in how they carry out their duties. Here’s how.
Management — The Fine Line Between Nurturing and Enforcing — You must know when to be a supportive sounding board but practice tough love in discipline. Here’s how.
Management Behavior — How to Create a Great Staff — Coaching is important to encourage growth while showing your employees you care about their welfare.
Management Needs to Avoid These Pitfalls with Employees — Just one small mistake can cost your organization the loss of employees and thousands or even millions of dollars or be the catalyst for intervention by the EEOC.
Management Dos, Don’ts for Keeping Great Employees — As a manager, you can’t be flat-footed in today’s marketplace. Great employees want managers who are inspiring leaders, problem solvers and who are compassionate.
“Pressure is something you feel when you do not know what you are doing.”
-Chuck Noll
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