At least once in a career, most of us encounter a boss that just can’t seem to stop micromanaging. Whether it's the boss that constantly checks-in on projects or the supervisor that doesn’t have enough trust to let the smallest task be completed without checking it over–micromanagers make employees less productive.
But how do you let go? And why should you in the first place? Believe it or not, if you stop micromanaging, you will see more productivity and efficiency from your employees.
This is why you should stop micromanaging:
You are destroying your relationship with your employees.
No one wants to work for someone that doesn’t trust them. Part of managing employees is being able to delegate tasks. Give your employees tasks and the freedom to make their own decisions about them. This not only creates trust, it enhances efficiency, because time isn’t wasted on unnecessary oversight on your end.
You aren’t doing your job.
Believe it or not, managing requires other people doing things for you so that you can actually manage them. A lot of time micromanaging happens when someone is promoted to a new position or when a company grows quickly and a founder or any other employee is now in charge of employees. It’s time to focus on the big picture and to let your trusted employees do their jobs.
Mistakes help everyone learn.
Mistakes are natural and healthy. Your employees will make them, you will make them, your boss will make them. No one can avoid mistake, so the best thing to do is learn from them. As a manager, it’s your job to help your employees as well as yourself learn from their mistakes.
There is more than one route to a destination.
The “how” is not important if you have clearly mapped out your expectations for outcomes. If work is sub-par (projects are late, sloppy, or not meeting goals), sit down with your employee and try to figure out where the issue is. By fixing all of their mistakes before they are able to happen, you won’t know which of your employees are capable or not. Maybe someone has a better way of doing a task than you do, maybe they don’t. Regardless, realizations are made and actions can be made from there.
At the end of the day, the simplest reason why you should stop micromanaging is this: no one likes working for a micromanager. You would have never grown into your management position if someone didn’t let you shine. Step back and let your employees learn. You will find that efficiency over time will skyrocket.
Do you have any other ideas why it is important to stop micromanaging? Let us know in the comments!