Micromanagement is a word that often comes up when we talk about bad bosses. Of course, a little bit of micromanagement isn’t the end of the world and in some cases can help you keep your employees on track. However, if you let that power get to your head and you start to focus too much on their tasks and not your own, it’s going to slowly kill your business and, before you know it, you’ll end up without a business to run.
What are the signs of micromanagement?
To being with, let’s take a look at some classic signs of micromanagement.
- Micromanagers will always integrate themselves into other people’s projects. This usually means that a micromanaging boss cannot trust their employees with a task, even if it has nothing to do with the boss themselves. This is usually a sign that you have no faith in your employees and is a problem that will fester and create problems in the future.
- Micromanagers discourage new ideas being formed due to their overbearing grip on their business. If you’ve ever worked in a company where the manager has a final say on everything then it’s another sign that they lack faith in their employees. If you want to show loyalty to your employees, you need to trust them to form new ideas instead of always following your orders.
- Micromanagers will insert themselves into every process and create a bottlenecking effect. If you have to approve of every decision then it’s only going to slow down your business. Give your employees the power to make decisions that can affect the company and it will grow their long-term relationship with you and your business instead of constantly feeling caged.
You can probably already see a pattern here: micro-managers have a lack faith in their employees. In order to tackle this, we need to focus on what makes micromanagement happen in the first place and what you can do to overcome it as a habit.
Improving the relationship with your employees
As mentioned already, trust is a huge factor when it comes to micromanagement. In order to build more trust in your employees, you need to first identify why you don’t trust them.
- Trust is a two-way street – If your employees have a lack of faith in you then it’s common for you to be distrusting of them too. During times like this, you need to focus on mending that trust by offering them reasons to be loyal to your business.
- Ask for their input – Employees love when their ideas are taken seriously and changes are made to reflect their views.
- Promote a good balance between work and leisure – Don’t just talk about work all the time in the office. Give your employees time to enjoy themselves as well and don’t force them to work all the time in the office.
- Recognize their efforts – Even if an employee doesn’t reach the expectations you set for a task, at least recognize their efforts and understand that they tried to help your business.
Breaking free from the shackles of micromanagement
Once you’ve established how you can rebuild your relationship with your customers, it’s time to actively break free from those micromanaging tendencies, and we’ve got some fantastic solutions to get you started
For starters, consider employee shift scheduling software if you find that you’re constantly unable to assign shifts correctly. If you ever mess something like this up, then it can severely harm the trust that your employees have in you and they might find you to be incompetent and not worth believing in. Not only does this help build trust, but it also means you personally don’t need to constantly assign shifts since a computer can do it for you.
Being more open to your employees is another great way to improve your relationships with them and get rid of micromanaging tendencies. If you’re transparent about changes to your projects or your workflow, then your employees can adapt to it (as long as those changes are for a good reason) and they’ll feel like they are a part of your business instead of being a disposable employee.
Some final words to keep in mind
As you can see, trust is a major factor when it comes to micromanaging tendencies and it’s important to focus on building a good working relationship with your employees. It will help you be more efficient, it will boost productivity and it will help you become a successful company.