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Micromanagement

Micromanagement is a universal term used in the business world that is usually associated with having a short leash, or being hovered over. No one likes being micromanaged, yet it is a consistent issue within a vast amount of organizations. One of the things that I hear from a lot of clients is that it is typically coming from a place of care. A micromanaging leader wants to be involved, stay in the loop and keep abreast of what is going on in their organization, and ensure that the right steps are taken when problems arise. However, as good as those intentions may be, the outcome of micromanagement is a dis-empowered employee who does not enjoy their workplace, and resents their leadership. 

Stepping away from micromanagement involves 3 different aspects. The first aspect is identifying your priorities. As leaders we need to have a clear understanding of what the priorities are in our organization. If our priorities are in order, and everyone understands them, the smaller details often take care of themselves.

Which leads to the second aspect which is communication. Specifically we need to have good communication about our priorities with our employees. When an employee understands our priorities, it motivates them to take ownership and become more productive. And it makes reacting to errors and managing problems much easier when everyone involved understands how those things relate to the bigger picture. In addition to understanding and communicating priorities, we have to implement a system of trust in our employees. As a leader, we should either trust our employees, or recognize that we didn’t hire well. If we have hired well then we can have confidence that our employee is going to do their job. 

Micromanaging may work as a short term solution, but it should never be utilized in a long term setting. If you want to grow efficiency, productivity, and great culture in your organization, take time to ask your team how can they be managed better. Implement DISC assessments and personality profiles so that you can understand the best ways to communicate to them. And ask them questions like what makes you feel the most affirmed? What do you enjoy hearing from me the most? What is a way that I can make you feel valued? These questions help your employees become empowered and take ownership in their roles. An empowered employee understands your priorities and is looking to increase efficiency. A micromanaged employee understands monotonous processes, and is looking to clock out and go home.