How To Stop Micromanaging?
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32% of Australians believe their boss is micromanaging them.
With many teams now working remotely at least a few days a week and managers trying to navigate the challenges of managing those teams, micromanagement has come to the forefront.
As a business owner who invested a lot of time, money and effort into a company, it can be difficult to delegate and trust others to do things as well as you would.
Yet, micromanagement is counterproductive. That’s because it can create frustration, stifle creativity and be perceived as a form of bullying, leading to decreased productivity.
So, if you want to learn how to start trusting your team, read on as we highlight four tips to stop micromanaging.
Share Your Strategy With Your Employees
Micromanagers are often frustrated by employees’ lack of motivation.
But if you want your employees to be motivated and feel empowered by their work, you need to share your vision and mission with them. They need to know what you want to achieve and where you want your company to go.
After all, how can you expect your employees to be able to make decisions in your best interest if they don’t know where the company is heading?
Focus On The Results, Not The Way To The Results
As a leader with a vision, your role is to provide guidance and set clear goals and priorities for your employees. You should also support them in achieving these goals if they ask for your support. But you should always allow them to find their own way to reach these goals or milestones. So, focus on the agreed goals or expected results but not on the path to achieving these goals.
By showing them you fully trust them to get there, not only will you empower them to succeed, but you’ll also help them learn and develop.
Mistakes Are Important For Success
You didn’t start your career knowing everything. Like everyone else, you probably had to learn through trial and error. And as you forged your experience, you learned from these mistakes, which took you where you are today.
This is something you should always remember.
Your employees, too, need to learn by trial and error. Sure, minimising errors is important, but so is giving your employees the freedom to try things and see what works and what doesn’t so that they can sharpen their skills and become experts at their jobs.
Write The Job Description For Your Role
Yes, this sounds strange, but it will make sense in a minute. Micromanagers tend to get bogged down in details. Yet, as a busy business owner juggling a million things at once, you need to be strategic and allocate your time efficiently.
So, write your own job description highlighting the three key areas you should be spending time on. For instance, it could be finding new clients, managing cash flow and brainstorming ideas for new services.
If you start spending most of your time rewriting meeting minutes and responding to customers’ queries because you feel you can do a better job than your employees, you’re being counterproductive.
Not only are you wasting precious time on tasks someone else is paid to do, but you're also undermining your employee’s confidence which can ultimately lead to high turnover and negatively impact your bottom line.
As a matter of fact, a Gallup study revealed that CEOs who delegate can generate up to 33% more in revenue than those who struggle to delegate. That’s because while they boost their team’s morale, they’re also able to focus on strategic areas that yield the highest ROI.
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