Do you micromanage your people or projects? You’re not alone. A lot of people tend to micromanage employees or projects for a variety of reasons. A particular project can be important for the business, your branch office is in charge of a large account or you could be responsible for a staff member who simply works in a manner you don’t understand. However, micromanaging can often cause more problems than it solves, according to some experts.
“Micromanaging is just another word for a complete and utter inability to delegate your troops or trust them to carry out your vision,” author Robert Whipple told NBC Chicago News. “[It] implies a lack of trust. The manager is not confident the employee can or will do a job correctly, so the employee is besieged with ‘helpful’ instructions from the manager on exactly how to perform tasks.”
Micromanaging takes positive attributes like paying attention to details and a hands-on attitude and makes them extreme. Now, you may not be trying to steal the glory of your workers by micromanaging, or you may just want to ensure a project gets done right the first time. However, if you don’t allow a worker to delve into a project alone, they will learn to lean on you like a crutch and you will end up stunting his or her growth as a key player in the business.
Like most things in life, moderation is key. Try to turn your obsessive need to control projects onto yourself and allow workers to handle tasks without your immediate supervision and providing feedback on every step of a process.
To curb your micromanaging tendencies, Inc.com recommends telling employees your preferred way of getting something done and to encourage workers to ask about that process so they can decide whether it’s the right option for them. If you require employees to immediately respond to emails, texts or chats, try and remember that they might be better off completing another task and just ask that workers email you when they receive a missive indicating that they will begin working on whatever tasks you corresponded about.
In the staffing industry, your workers have exceptional tools at their disposal like their recruiting software to handle their candidate sourcing and tracking. What’s more, you can also build workflow processes in the software to ensure that your ‘best practices’ for recruiting and staffing are followed. With clearly defined yet flexible workflows in place you can delegate tasks and allow your staffing professionals to do their jobs without your input. Give your employees the chance to excel and take projects on by themselves. Strong managers provide workers opportunities to succeed in the workplace, while weaker managers hoard opportunities and make sure success can be traced back to their input.
These and other strategies can help you reduce your micromanaging tendencies. Remember, autonomous workers are typically stronger employees and if your team has good recruiting software to help them get through tasks they will find the right job candidates for clients and drive your continued success – with less input from you.