Six ways you can avoid micromanaging at work
Find out why micromanaging is so dangerous at work (for everyone), and six ways you can avoid it.
The dangers of excessive control, known as ‘micromanaging’ – where managers closely observe, control, and get involved in employees’ work at a granular level – can lead to a toxic work environment, high turnover rates, and low employee morale.
Micromanagement tends to lead to decreases in creativity, innovation, and motivation ultimately impacting the quality of work produced. In fact, a survey of employees, published in Forbes, found that out of employees who had experienced micromanagement, 71% said it interfered with their job performance, 85% reported decreased morale as a result, and 69% considered changing jobs because of it.
It can also cause unnecessary stress and burnout, for both the manager and the employee, resulting in a decline in mental and physical wellbeing.
Managers should work towards striking a balance between effective supervision and allowing employees to thrive. Micromanaging destroys innovation. A preferable approach is for leaders to instead create an environment that encourages autonomy and risk-taking.
David Garcia, co-founder and CEO of Scout Logic, shares six expert tips to help avoid this managerial trap and create a more productive and positive work environment for everyone.
1) Set clear expectations and goals
One of the main reasons for micromanaging is a lack of clarity on expectations and goals. Managers should aim to communicate clearly and in detail about what they expect from their team and what the end goal is. This will help alleviate the need for constant monitoring and allow employees to work independently.
2) Promote a culture of trust
Trust is the foundation of any successful team, so try to promote a culture of trust within the workplace. This means giving employees the autonomy and freedom to make decisions and complete tasks without constant supervision.
3) Provide training on effective management styles
In many cases, managers tend to micromanage because they aren’t aware of other effective management styles. Even managers should continue their own education on how to manage. Companies could benefit from providing training and resources to managers on different management styles, such as delegating tasks and giving autonomy to employees.
4) Encourage feedback
Micromanaging can stem from a lack of trust in employees or fear of failure. To avoid this, encourage regular feedback from team members. This not only helps build trust but also gives employees a chance to voice their concerns or suggest improvements.
5) Respect employee’s time and boundaries
Constantly checking in on employees or giving them last-minute tasks can lead to feelings of being controlled and decrease productivity. Be mindful of employees’ workload and communicate in a timely and respectful manner.
6) Lead by example
Managers should always strive to lead by example and practice what they preach. If you expect your team to work independently and take ownership of their tasks, then you should also do the same, he says. This will set an excellent example for your team and build mutual trust and respect.
Work on curbing any micromanaging tendencies
Micromanaging sends a message to employees that their abilities and decisions are not trusted, leading to mass demotivation and disengagement. Managers should instead empower their employees by delegating tasks and granting them ownership over their work.
By giving employees the necessary support and autonomy, managers can promote a culture of trust and contribute to a more positive and productive work environment. The best managers can recognize their micromanaging tendencies and actively work on delegating tasks and trusting their team. Such a shift in management style benefits the employees and ultimately leads to better outcomes for the organization as a whole.
ScoutLogic is a bulk background check service in the United States. ScoutLogic primarily works with recruiters and HR teams to conduct bulk background screening at a large scale. They provide a full suite of background checks, including criminal background investigations, education/employment verification and reference checking, and drug testing, to perform FCRA-compliant background checks.
