Insight Talenta

How to Avoid Micromanaging

Business owner normally will do a lot of things. From planning, execution, until monitoring. The thing that some of them didn’t realize is, they pay too much attention to details and tend to do micromanage. To clear things up, here is the sign that business owner tend to micromanage rather than having eye for details:

  1. Resist delegating.
  2. They throw their energy away in overseeing other’s project
  3. Spot tiny details instead of looking at the big picture
  4. Take back delegated work if they find a mistake in it.
  5. Discourage others from making decisions without consulting them.

Either you’ve got the wrong people or you need an attitude adjustment, you may follow the guide to becoming a mentor rather than a micromanager:
Hire the right people. It might easier said than done but really, it’s much easier to create a culture of accountability with accountable people. In some companies, accountability is their core value in terms of finding new employees. To roll out this value, job applicants are screened on whether they proactively looking for valuable information from them, and whether they work hard to accomplish team goals. The company remains doggedly loyal to this value, going so far to keep positions open for more than a year if they are unable to find an ideal match between the candidate, the culture and the position
Establish procedures. For hiring, distribution, production, partnership, customer services, all of it. Then write them down and share to the employees in a properly manner.
Make employees accountable to each other. There is nothing better than peer pressure to drive behavior. In some companies, employees are given the chance to give feedback to various teams in an annual survey. Through these survey, employees have the chance to give feedback on performance from other departments as well. The goal is to create a productive company culture.
Set expectations clearly. Business owner often find themselves micromanaging their staffs and they don’t set their expectations from the beginning. While in some companies employees are evaluated at least once annually, they normally will receive personal and detailed feedback on their work. Tracking measures, goals and developmental goals are considered important during these evaluations.
Turn your employees into partners. It is considered important to consult them on several decisions, such as operational decision. When we invested on them to act like owners, we shouldn’t have to worry about making bad decisions. They are much more likely to “own” their work when they help create or have a voice in what they’re doing.
Good managers will empower their employees to be the best by giving opportunities to excel, unlike bad managers who disempower their employees. And a disempowered employee is an ineffective one – the one who requires a lot of time and energy from his supervisor. Keeping the balance between empowerment and accountability is not easy task. But business owners who set the right tone will enjoy the benefits of greater employee initiative and innovation, as well as the freedom to transition from managing to leading.

PUBLISHED29 Mar 2016