Call it micromanaging, call it being a control freak, but either way, you are driving your employees bonkers. You are also fostering an environment of mistrust. On the other hand, if there is a need for micromanaging, then you probably don’t trust your team. Something’s gotta give.
Micromanaging is creating an environment of mistrust in the workplace
Being the boss isn’t easy. It’s a balancing act, and you have to know everything is going. The difference between the manager who knows what goes on under their own roof and the boss who is micromanaging is that the micromanager needs to know what is going on at all times and is rarely satisfied with the process, progress, or final product.
Build a foundation of trust with your employees
If you give clear instructions to your team, make your goals clear, and set a deadline, then there is no reason you shouldn’t be able to let your team do their work while you handle other business. If you are constantly asking for updates or status reports and pacing about the office nervously checking in on your team, then you have to ask yourself, “Why?”
Checking in constantly or asking to be kept in the loop on even the smallest details is the boss version of the kids screaming. “Are we there yet, are we there yet,” ad nauseam. Not only are you distracting yourself from other tasks that you need to focus on, but you are also distracting your employees. There’s a chance your micromanaging is the reason for schedule delays or discrepancies in the work. If your team has to take time out to answer to you every step of the way, they are not focusing 100% on their task. You have to trust that your team will meet your expectations, if not exceed them.
The first step to overcoming a micromanaging personality is to acknowledge that you are a micromanager
If your team continues to fall short or miss deadlines, forcing you to micromanage, then it’s time to let your team go and hire a team that understands your vision. Someone you can trust to do the work and shares your values.
However, if you have always micromanaged your team, then you need to look inward and take the first step towards becoming a great manager, not a micromanager.
Benefits of not micromanaging
Once you realize you need to change your management style, it’s time to change your management style. For that, you need incentive. The greatest incentive is growing your business. To do that, you have to start by creating an environment built on trust. Once you establish trust between you and your employees, everyone is going to start feeling a whole lot better about coming to work, being at work, and doing the work.
Trust will lead to long-term working relationships, and that saves a company money in the long run. Employee turnover because of your micromanaging is expensive in the long run. NOT micromanaging is just good business.
Trust will lead to a boost in morale and production. When your team no longer has to worry about your constant interference, you are freeing up time for your team to grow, be more creative, and perform at a higher level.
Staying updated without micromanaging
We know you can’t just quit cold turkey. Once you’ve acknowledged that you have a problem, it’s time to move away from your team one step at a time. The most important part is communication. Make sure you properly communicate your ideas, vision, goals, and expectations. Then it’s time to sit back and let your team get to work.
IT solutions to increase production
With the right IT for your office, we can set up a system that allows you to keep tabs on your employees and their progress without bugging the employees about it. With cloud service and file sharing systems, you can be connected to your team at all times without hovering over them. We’re not talking about monitoring their emails, or their online shopping habits; we’re talking about file sharing solutions, virtual office spaces, and online tools to help you and your team stay in sync. You will always have access to the latest version of every document.