I had a very interesting discussion recently with one of my associates who works across the public sector. We were discussing micro management. As you can imagine, this became a very passionate discussion.
- Why do managers not delegate to others
- Is it even realistic to ask that question?
How can education transforms people to enable learning and growth so they will be able to embrace new challenges and develop leadership learnings?
Do successful entrepreneurs fear delegating?
Collecting responsibilities, multitasking, and wearing multiple hats can at times give a false sense of security and control to someone in a position of authority. But when 20% of their time is spent on one task, and 30% on another, and 10% on another…well, you’re not 100 percent focused on anything!
Strategic planning deserves your full attention. Delegating can help you use your time and staff more efficiently, ultimately reaching your strategic goals regardless of whatever roadblocks might lie ahead.
If you go to Wikipedia to look up the word micromanagement you will find the word “symptoms” in the table of contents. Symptoms are used with sickness and illness. Cancer and diarrhoea have symptoms. Like cancer, micro management can kill team spirit and enthusiasm.
The effects of micromanagement to your business
Micromanagement is a destructive way of leadership. It can destroy trust, morale, and you could damage your line of communication. You can get disengaged employees and then creativity will drop. Employees self-esteem will then drop as well and over time, their performance. All in all, you become a large contributor to a hostile and dysfunctional work environment.
What should you do instead of micromanage?
What drives employee engagement? Engaged employees produce amazing results, there is no doubt about it. Employee engagement is the main building block of a winning culture and all companies need a solid foundation and strategic plan to work from.
Trust is a key component to drive employee engagement. Have faith in your employees and leave them room to perform. You will soon see an increase in productivity. Trust will also give you valuable feedback, as micromanagement leads to employees shutting down the lines of communication.
You spend a lot of time micromanaging, is it worth it? Could you be better at time management? Should you focus on growth strategies instead of being detail oriented?
When you micromanage you are shutting down lines of communication. Your employees will stop talking to you in fear of becoming micro managed. Laying low will become a strategy in your office, resulting in no communication, no engagement, no growth, and you will not have enough information to do your own job effectively.
Implement Trust, Free Time and Communicate
Display trust, become a better communicator. Try to motivate performance and use positive feedback to accomplish your desired outcome. Be clear about what you want in results. Engage the employee in conversations. Listen, ask questions, and listen. Talk with the employee and display trust until you are sure that the message is understood.
You need to see that micromanagement can damage the work environment and that micromanagement is a result of unhealthy communication skills.