How do you keep your employees productive and accountable, but avoid micromanaging them?
Most employers and business leaders are often faced with this dilemma in their workplace. Micromanaging has been proven to reduce employee’s productivity and morale, thanks to the mistrust it helps fuel.
If you’re a leader and you fall under this category, how do you avoid micromanaging your team?
What is micromanaging?
In business management, the term micromanagement refers to a form of management style where the manager strictly monitors and controls the work of their subordinates or employees.
At the end of the day, a micromanager is someone who doesn’t trust their employees, and they’re usually unsatisfied with the end results.
Micromanagement has a number of negative effects, including:
- Reducing employee morale
- Less productivity due to increased job dissatisfaction
- Employees losing trust in their manager
- Suffocating employee creativity, learning and growth
- An increase in employee turnover thanks to low morale
5 Ways to Avoid Micromanaging Your Team
It’s easy to become a micromanager, but harder to avoid it. Here are some ways to keep your team productive and accountable, whilst avoiding any excessive meddling.
Hire The Right People
When you hire and work with people whom you know and trust, you will become less worried whether they will perform the task as expected or not.
When you have a team that is capable of handling the assignment, they will organize their working schedule, set their priorities right and deliver the results within the set timeline.
Set Clear Goals
As a team leader, you need to be clear with your expectations. As you delegate task or project, ensure that your subordinates are well aware of the objectives and expected end results.
To make their work easier, provide them with a sample of previous work so that they can use as a reference if there is any. In addition, give them resources and all other materials that they require in order to accomplish the task successfully.
A good manager is the one who manages results and not his workmates.
Prioritize What Matters
Communicate to your team from the start and outline the project milestones in terms of priority.
When you delegate duties and assign deadlines for each project submission, you will have an easy time in your managerial work.
Allow your team to be creative as they handle the project provided that they deliver the expected results.
Only Get Involved When You Can Add Value
Chances are, you’re a manager because you’re more experienced than your team. Are there any specific areas that you can offer support in?
Let’s say one of your team doesn’t know how to write a press release that gets results. Sit down with them and give pointers on email etiquette, best practice and so on.
Also, are there other team members who are also experienced in other areas and they can handle certain parts of the project effectively? Let them get on with it, and encourage them to help their colleagues as well.
When you realize where your assistance is most needed, you will only appear when you are needed and you will also give your team an opportunity to showcase their skills and expertise.
Everyone feels appreciated when they are given feedback.
When your team members finish an assignment, it’s always good to let them know what they did best and the areas where they need to improve.
Such feedback helps them to continuously improve their performance in the coming projects in order to meet your expectations.
You can also provide them with the necessary resources that they need to improve their performance.
The success of any manager is determined by his ability to successfully lead a team.
When you learn how to successfully manage your team members, you will improve their performance, attitude and overall job satisfaction.
Follow the above tips to improve your management skills and you will always lead a happy and motivated team that delivers timely results!