Maybe you will consider the title exaggerated. It might be. Nevertheless, no matter how much work and worry you have, one thing you will never have enough of is time. You always try to do everything precisely and in an organised fashion, but often do not realise how much time you spend just micromanaging your own employees. The Fast Company website, assuming that most of us are subject to micromanagement, prepared a few tips on how to escape from it. Focus on what matters:
1. Give your tasks clear goals and in particular a deadline.
2. Make sure you have identified all the key factors for the success of activities.
3. Explain to everyone the importance of the task and then let them do their job.
If you follow this procedure and delegate employees a particular task, you need not check the status of activities being carried out at every step. The employees have all the necessary information and motivation to get things done on time (they know the purpose of the task and have a responsibility), and if they cannot find a solution themselves, they will surely find the way to your door. This does not mean that you cannot monitor the status of the running project; after all, you are responsible for it. However, it is all about control - ideally, in the form of regular reports (daily, weekly...) and regular discussions with employees. Do they deal with any problems in relation to the project or are they able to prevent them? Listen to them, even indirectly.
Obstacles and problems are a normal part of business and should not surprise a manager. Such challenges even present a great learning opportunity for your employees. An example might be an IT business. Time spent problem solving provides the necessary experience for development, unlike watching smoothly running operation of networks.
If an employee comes to you with a problem, do not discuss whether it was or was not his/her fault. Instead, ask why s/he thinks that it has happened and how s/he would like to solve it. If s/he acquires sufficient initiative, s/he maybe will not ask you next time and solve it all her-/himself. If s/he cannot find the solution, offer two to three variants and encourage employees to give other ideas. They will get the feeling of being part of the decision-making process.
Remember that even if you give employees the freedom to make their own decisions, it is always important to keep them accountable. If no goal or set limits are respected, it is high time to engage in the process and begin to solve problems, or provide the necessary training. You have to remember also that if your employees are not sufficiently encouraged to communicate openly with you, such a situation leads to excessive micromanagement. However, if employees do not comply with the specified limits, it is not a question of micromanagement whether you radically affect the process. In this case, you can prevent even more serious problems, such as loss of clients or financial problems.
Keeping employees accountable is not just about dealing with subsequent problems when something goes wrong. Autonomy conferred on employees may reveal hidden creative types or leaders who can bring great results. Do not forget to appreciate them too.
Micromanagers can be effective leaders if they remain focused on results and lead employees to accountability. Enough space and training dedicated to your staff will help you avoid poor micromanagement practices.
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