Employees need their managers to provide consistent feedback and coaching to guide them, but if you take it too far and end up micromanaging, it negatively affects all involved. It can foster distrust, enable slackers, and alienate top performers – plus, it adds more work on your already full plate. Check out these four signs that you may be micromanaging, and how to stop it.
You Spend Excessive Time Making Corrections
Do you find yourself going back over your employees’ work in-depth repeatedly, and making corrections until it’s exactly how you would have done it? If your employees are actually not producing properly finished results, sit down and communicate your expectations and offer suggestions for improvement. But if you’re spending time “fixing” things that aren’t wrong, but rather simply aren’t “perfect”, remind yourself of your truly top priorities, and devote your time and attention that way
You Get Hung Up On the Details
Do you fixate on how your employees perform tasks, even if the end product is satisfactory? Worrying about the process and/or how you would have done it differently – especially if the end results are positive – is counterproductive. It can make your employees think you don’t trust their abilities and make them less motivated to go above and beyond. Instead, when assigning tasks, provide the expected results and timeframe, and let employees use the process that works best for them. If the outcome isn’t to your standards, then provide feedback and guidance to prevent it going forward.
You Ask for Constant Progress Updates
Do you find yourself being relentless in requesting the latest status of whatever your employees are working on? Prevent yourself from the temptation to hover over your team by scheduling ongoing meetings to discuss the progress of work. This ensures you are in the loop without being overbearing, while still holding your employees accountable for sticking to a timeline.
You’re Anxious About Your Lack of Involvement
Do you get extremely nervous when you delegate responsibilities? Delegating tasks is necessary for being an effective manager – you simply can’t do it all. If you truly question the ability of your employees to handle tasks without you, this is a training and/or hiring issue that should be addressed. But if you assign a project to an employee with the expertise to handle it (or even more expertise in the subject than yourself) and you’re still anxious, it’s time to take a step back and determine and address the root cause, whether it’s lack of confidence or fear of failure.
Micromanagement is often not a choice if you’re struggling with employees who are turning out to be bad hires. Find hardworking, qualified candidates with the RPC Company. We have been providing staffing solutions to Dallas/Fort Worth area employers since 2002 – whether you need temporary staff, direct placement, or more, the RPC Company’s boutique style of staffing services will meet your personalized needs. Contact RPC Company to learn more.