Ever feel like you have to do everything for those you manage? Like no one else has a clue? You might be micromanaging your employees and it could be hurting both your team dynamics and your business's success. This detrimental approach usually results in low morale and resentment towards the manager, along with inefficiency on the management side. Even if you don't think of yourself as a micromanager, you should commit to minimizing the tendencies of it this year. If you resolve to let employees work for their own success, you could be surprised at how well they do. 

The Signs of Micromanagement

Rather than delegating smaller assignments to other employees, a micromanager devotes his or her attention to every element of daily business. Control may take the form of numerous, and frequently unnecessary reports, approval for any business decisions, and input on all projects. This method of management can create distrust among employees, delays decision making and hindrances to overall performance and growth of individuals and the business overall. 

Some signs you might be micromanaging your employees: you have a difficult time delegating even the most menial tasks, you have a hard time seeing the forest for the trees, you ask for multiple reports in one week, even though they don't change much, your team seems less motivated day to day, or you have a high employee turnover. These problems can be corrected if you resolve to relinquish some control this year.

The Effects

Employees often disengage if they feel their judgment or decisions are not considered or recognized. In this way, micromanagement frequently triggers a decline in production, can eliminate trust, repress opportunities for personal growth, and may generate anti-social behavior between employees.  

In addition, seizing absolute control can inhibit your employees from learning or innovating by trying different approaches for the good of the company. You also will have a hard time accurately evaluating skill sets or work ethic if you don't give any employees credit for what they do on their own.

A More Positive Approach

Instead of focusing on minute details, concentrate on the bigger picture. Sit down and set clear, performance goals for those you manage, and then step back and let them follow those goals without your help. Releasing this little bit of control can help you gain your employees' trust so that they come to you for help when they do make mistakes.

The reduction of micromanagement takes trust, time, and communication. As a manager, you should offer support and advice, and keep positive attitude when difficult situations arise. Positive feedback and motivation can lead to optimal relationships between employees, and these optimal relationships can strengthen the company culture and make the business more successful.

As a manager, you might feel incredibly close to your business and desire constant control. It's good to care about doing your job well, but that doesn't mean you should try to take over the jobs of others. Let your employees prove their aptitude by relinquishing some control to them this year. If you do, you could have a more creative, more innovative, and more engaged office sooner than you think.

About the Author

Katherine Wood writes about people, technology, and HR solutions as Managing Editor of Talent Tribune, a data-driven HR blog powered by Software Providers.

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