If you want something done right, do it yourself. This is most likely many a micromanager’s motto. Unfortunately, in today’s fast paced business world there simply isn’t enough time and resources to do everything yourself. But then again,In fact, most non-management employees complain that their bosses don’t trust them enough to do their jobs right. Micromanagement can have devastating consequences, from decreasing productivity to seriously diminishing the trust relationship between you and your workforce. Luckily, there are a few simple ways to sharpen your management skills and avoid becoming a dreaded micromanager.
Set the ground rules early.
As a manager, you’ve come through the ranks and should understand the intricacies of your team members’ individual roles. Make sure that you communicate deliverables with your staff clearly and ensure that there is agreement on the timing thereof. Allow your staff to run with tasks and give them the space in which to perform their duties.
Crucially though, make sure that they are aware that you expect feedback on duties at reasonable increments. Staff that have been with you for a while will come to learn that you allow for enough freedom to work undisturbed, but that this doesn’t mean that duties can be placed on the back burner. Be punctual and consistent with your weekly meetings and hold individual catch-up sessions to understand the challenges and opportunities that exist in your staff’s daily goings-on.
Implement comprehensive training programmes.
Starting a new job can be stressful, especially when being tasked with new responsibilities and learning new processes and procedures. Ensure that new employees undergo a thorough induction process and review it as time passes. Older staff members who have progressed in their roles might also require training for new positions. Make sure you evaluate staff on job skills and knowledge and address training needs as they are identified.
Being involved in creating and setting up proper training programmes ensures that new employees are well informed and prepared to take on their new duties. This means they require less monitoring in future and significantly reduces the chances of them making serious mistakes later. By rather being in control of how your workforce is trained than trying to control how they do their work is another useful way to avoid becoming a micromanager.
Be prepared to delegate.
Delegation is one of the most important management skills and when implemented properly gives you even greater control over any situation. Instead of trying to do everything yourself while at the same time closely monitoring everyone in the office, delegating responsibilities shows that you trust your employees and value their input.
Some managers have the misconception that passing on tasks to others in some way relinquishes their control and authority. On the contrary, utilising all the skills and resources at your disposal ultimately optimises productivity. The more you allow others to assist you, the lighter your own workload becomes.
Open up the communication channel and provide constructive feedback.
Constantly checking up on all your staff might seem like a good way to ensure that work gets done, but it most likely instils the feeling that their work is not up to standard and that they need to be monitored. While monitoring progress is one of the essential management skills, it’s important to understand the difference between giving constructive feedback and trying to control what someone’s doing.
Listening rather than giving out orders can help strengthen your management skills by creating an environment that promotes productivity rather than suffocating it. Setting up bi-monthly feedback sessions with everyone in your department keeps you informed about their progress while they get to share any grievances or even give suggestions on how to improve the business’s workflow.
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