Business owner normally will do a lot of things.
From planning, execution, until monitoring.
The thing that some of them didnโt realize is, they pay too much attention to details and tend to do micromanage (exactly, everyone should know how to avoid micromanaging)
To clear things up, here is the sign that business owner tend to micromanage rather than having eye for details:
- Resist delegating.
- They throw their energy away in overseeing otherโs project
- Spot tiny details instead of looking at the big picture
- Take back delegated work if they find a mistake in it.
- Discourage others from making decisions without consulting them.
Either youโve got the wrong people or you need an attitude adjustment, you may follow the guide from Mekari Talenta to becoming a mentor rather than a micromanager:
Here are the tips!
1. Hire The Right People
Hiring the right individuals is the foundation of building a strong culture of accountability. While this principle may sound simple, in practice it requires discipline, patience, and a clear understanding of the behaviours and values the company wants to uphold. A culture of accountability becomes far easier to cultivate when the organisation is filled with people who already demonstrate responsibility, integrity, and a proactive mindset.
In many successful companies, accountability is not just an expectation,ย it is a core value that guides the recruitment process. During hiring, candidates are evaluated not only on technical skills but also on whether they actively seek information, take initiative, and show a strong commitment to achieving team goals. Behaviour-based interviews, reference checks, and practical assessments are commonly used to identify these traits.
Some organisations take this principle very seriously. They remain steadfast in their commitment to hiring only those who truly fit the culture, even if it means leaving a position open for months,ย or sometimes more than a year until the right match is found. This level of dedication ensures long-term alignment between the employee, the team, and the organisationโs expectations, ultimately supporting a healthier and more accountable workplace culture.
2. Establish Clear and Documented Procedures
Every organisation needs well-defined procedures to operate efficiently and consistently. This includes procedures for hiring new employees, managing distribution channels, overseeing production processes, building and maintaining partnerships, and delivering customer service. Each workflow should be standardised so everyone understands the correct steps, responsibilities, and expected outcomes.
Start by mapping the entire process for each function, identifying who is involved, what resources are required, and what checkpoints ensure quality and compliance. Once these procedures are refined and agreed upon, document them thoroughly in a clear and accessible format. Use straightforward language, structured explanations, and visual aids (such as flowcharts or checklists) whenever necessary to avoid ambiguity.
After the documentation is complete, share it with all relevant employees in a proper and organised manner. This may include onboarding sessions, internal trainings, digital SOP libraries, or team briefings. Ensuring that employees not only receive the information but also understand and adopt it is crucial.
Clear and well-communicated procedures help reduce errors, improve productivity, and create alignment across departments. They also allow new employees to adapt more quickly and support the company in maintaining consistent quality as it grows.
3. Make Employees Accountable To Each Other
One of the most powerful drivers of consistent and responsible behaviour in any organisation is peer accountability. When employees understand that their colleagues depend on themย and have the opportunity to provide feedback on their performance,ย they naturally become more committed to meeting expectations and contributing positively to the team.
Some companies formalise this approach by providing structured opportunities for employees to evaluate and comment on each otherโs performance. This often takes place through annual cross-departmental surveys, team feedback sessions, or 360-degree review processes. These tools allow individuals not only to assess members of their own team but also to share constructive feedback about other departments they collaborate with.
This multi-directional perspective helps reveal blind spots, uncovers operational bottlenecks, and encourages teams to reflect on how their actions affect the overall workflow. When employees are aware that their performance will be observed and evaluated by peers not just supervisors, they tend to take greater ownership of their responsibilities.
The ultimate goal of peer accountability is to foster a company culture grounded in transparency, respect, and continuous improvement. When done correctly, it strengthens collaboration, encourages open communication, and builds a workplace where people support one another in achieving shared goals.
4. Set Expectations Clearly
Many business owners end up micromanaging their employees not because they want to, but because expectations were never defined clearly from the start. When roles, responsibilities, and success indicators remain vague, employees are forced to guess what โgood performanceโ looks like, leading to misunderstandings, inefficiency, and frustration on both sides.
To avoid this, expectations should be communicated explicitly from the first day. This includes outlining core responsibilities, performance standards, behavioural expectations, communication norms, deadlines, and the level of autonomy employees are expected to exercise. Clear direction helps employees prioritise their work and understand exactly how their contribution supports the companyโs broader goals.
In many well-structured organisations, employees receive formal evaluations at least once a year. These reviews go beyond general comments,ย they provide personalised and detailed feedback based on actual performance data. During these sessions, managers and employees discuss measurable targets, key achievements, improvement areas, and future developmental goals.
Tracking progress through clearly defined metrics and regular check-ins ensures employees stay aligned with expectations throughout the year, not just during annual reviews. This proactive approach reduces the need for micromanagement, empowers employees to take ownership of their work, and creates a culture built on clarity, accountability, and continuous growth.
5. Turn Your Employees Into Partners
One of the most effective ways to build a strong, accountable workforce is to treat employees as partners rather than merely subordinates. When employees are included in important decisions,ย especially operational ones, they feel valued, respected, and trusted. This sense of ownership encourages them to think beyond daily tasks and consider the broader impact of their actions on the companyโs success.
Investing in employees to think and act like owners reduces the risk of careless or poorly informed decisions. People naturally make better choices when they feel a personal stake in the outcome. When employees help shape the processes, policies, or projects they work on, they tend to โownโ the results and perform with greater responsibility and pride.
Effective managers understand this dynamic. They empower their teams by giving them the autonomy, tools, and opportunities needed to excel. In contrast, ineffective managers disempower employees, limiting their decisions, withholding information, and micromanaging their work. A disempowered employee becomes less productive, less motivated, and requires more supervision, ultimately consuming unnecessary time and energy.
Striking the right balance between empowerment and accountability is not an easy task. However, business owners and leaders who set the right tone will benefit from increased employee initiative, stronger innovation, and the ability to shift from day-to-day management to true leadership.
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How to avoid micromanaging in attendance?
For HR leader, you can also track your team with Mekari Talenta HRIS software so you can’t do that micromanaging work pattern.
You can take Talenta as your employee attendance tracking partner.
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