Nobody wants to be a micromanager. However, trying to control everything your employees do is a habit that can start to creep in when you feel pressure mounting and deadlines approaching.
If your team members think you’re micromanaging, your efficiency as a leader might be compromised, and your efforts might actually be backfiring. Therefore, it’s important to learn how to delegate responsibility effectively, trust in your team and appreciate the value of loosening control.
If you think you might be a micromanager, consider the following signs.
You don’t know your limits
Some micromanagers don’t delegate work because they don’t trust someone else to do the work the way they would like it to be done. The problem with this approach is; having to take on a lot of work.
If you find yourself with more work than you can manage, constantly missing deadlines or regularly holding up everyone else’s work, you might be a micromanager.
One way to address this issue might be to talk to an impartial third party who is knowledgeable about your situation and your ability. An outside point of view can help you figure out which tasks you should be taking on, and which tasks you need to delegate.
Your workflow is erratic
Having a smooth, steady workflow is vital to maintaining peak productivity. Micromanagers typically have an erratic workflow because they are constantly “putting out fires” that may be either real or imagined. These managers are always reacting to situations instead of handling their job proactively.
If you’re always checking in on employees, questioning work habits or taking back work you assigned to handle it yourself, you might be a micromanager.
By learning how to delegate effectively, you can address this issue. Effective delegation means proper scheduling of tasks, knowing which employees can handle which responsibility and trusting your employees to do their jobs.
You feel isolated
Micromanagers might be cool people outside of work, but they’re often no fun to be around when they’re on the clock.
If you get the sense your employees are trying to avoid you, or if you hardly ever collaborate with people on projects – you might be a micromanager.
Instead, of seeing yourself and your team as individual contributors, try to create a team dynamic where you and your employees pull together to get things done.
Your employees are unhappy, because of you
Low morale around the office could be caused by any number of factors, but one of those factors shouldn’t be you, their manager.
Micromanagers typically don’t like their employees to contribute ideas, communicate outside the department or even talk to each other. Eventually, people will grow tired of not feeling appreciated or feeling controlled and you will see a steady stream of folks quitting on you.
Studies show that managers are more effective when they engage with their employees, as opposed to trying to control them. If you really want your employees to be effective, try engaging them, listening to them and building a rapport based on common goals.
At Action Group Staffing, we support managers at our client companies with the most effective ways to make use of staffing solutions we provide. Please contact us today to find out how we may be of assistance.