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Micromanage Solutions


There’s one thing everyone can agree on: the hatred of being micromanaged.  However, to help deal with them, or, just in case you are a micromanager, we have not only included our top peeves as to why we dislike them, but also a solution for each peeve.


1. Trust Your People.  Trust is fundamental.  It’s truly the corner stone of any relationship.  But the manager who stands behind an employee just waiting to pounce is not helping.  In fact, it’s the best way not to find mistakes, but to create them.  By hovering, micromanagers are not implying a lack of trust, they are shouting it.  They are conveying the simple fact that they don’t believe their employees have the ability or skill to complete tasks.


—Remember that you’ve not only hired a team of skilled professionals, you’ve also ensured your staff is well trained and knows how to accomplish what’s expected of them.  Trust them to get the tasks done.  If they think you don’t trust them, it will create an atmosphere of frustration; however, if you believe in them, it will increase morale and business.


2. Make Them Feel Competent.  Micromanagers tend to criticism and correct.  This type of behavior will undermine your employee’s sense of importance and self-worth.  In no time a micromanager will do more mental damage than any drug could imagine.  Before long your employees’ self-esteem will be destroyed and they will become demoralized and disgruntled just because they don’t measure up to the micromanager’s expectation of perfectionism.


—There are many ways to get a task or job done.  Just because an employee doesn’t do it exactly the way in which the micromanager wants it done is no excuse to drive an employee to the looney bin.  Ever manager should build their team up . . . not tear them down.


3. Fear Never Works.  If every time you made small mistake and someone pointed it out, how long would you keep trying?  I remember a middle-manager who made a minor typo in an e-mail.  Within an hour he was in his new supervisor’s office being berated for his, “lack of professionalism.”  After a few weeks of minor corrections he became discouraged.  Because his job was e-communication based, he began to read, edit, and then reread and reedit his communications for fear of being berated.


—When you stow criticism that comes from perfectionist standards, you remove the threat of potential failure every employee fears.  When the focus is on what’s right and good, as opposed to wrong and bad, your company will see results and the beginnings of a cohesive team.


4. Stop Wasting Time.  Micromanagers squander company’s money and resources by wasting time and by neglecting their own work.  They would rather hover over employees.  They also waste employees’ time by interrupting them.  This breaks the workflow and eventually the employees will fall behind as a result.


—Unless there is a specific problem of an immediate nature, schedule time with an employee.  This way you will get more done, and so will your employees.


 

Tags: micromanaging, team buildingBlog here.

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