6 signs you might be a micromanager
We’ve learned over the years that one of the most important engagement factors is autonomy. Giving our people the power to shape their work and environment to perform at their best not only builds trust, but also empowers our people to take ownership of their work and do what they need to do to achieve their team’s objectives and goals.
I get it. Letting go and giving your people the chance to do things differently can be scary. However, Daniel Pink says it best in his book, Drive: The surprising truth about what motivates us, “Control leads to compliance. Autonomy leads to engagement.”
Employees who are engaged in their jobs are more productive and happier, which results in lower turnover and better relationships with our clients and providers. All of which is good for our business.
That’s why we need to view micromanagement as the nemesis of autonomy. I know what you’re thinking, “I’m not a micromanager.” But chances are, you may have some micromanaging tendencies without even realizing it.
Here’s a little test. You might be a micromanager if:
- You’re never quite satisfied with deliverables.
- You often feel frustrated because you would’ve gone about the task differently.
- You laser in on the details and take great pride and/or pain in making corrections.
- You constantly want to know where all your team members are and what they’re working on.
- You ask for frequent updates on where things stand.
- You prefer to be cc’d on emails.
Paying attention to details and keeping the pulse on what’s going on with your team isn’t wrong. However, it becomes a problem when you constantly scrutinize every little task — whether it’s warranted or not.
Micromanaging may get you short term results, but in the long run, it’s damaging to your team’s morale and productivity. So, it’s worth correcting.
Here are some tips on how to curb your micromanaging tendencies.
1. Do some soul searching
The first step in overcoming micromanaging is admitting you’re a micromanager. Think about your behavior and how you approach projects and objectives with your team. Instead of finding all the reasons why you should micromanage, consider why you shouldn’t.
2. Focus on the what, not the how
Your job as a leader is to set clear expectations and goals as well as provide your team with the support and resources needed to be successful. But it’s important to know the difference between setting expectations and dictating how someone should deliver results. Let your team know what outcome you’re envisioning (without step-by-step instructions) and then give them the room to achieve the results how they see fit. Let them know that you are there to provide any support they need along the way.
3. Learn to delegate
“Let it go” isn’t just a popular Disney song (oh man, that song’s going to be stuck in your head all day), it’s a great approach to leadership. Determine where you can add the most value and then delegate the rest to your team. Not only does that free up your time to focus on your priorities, but also gives your people development opportunities.
4. Embrace the power of failure
Failure’s not only an option, it’s the foundation for innovation. Your people will feel more comfortable taking ownership of their work and finding ways to improve our business if they know that failure isn’t a fireable offense. Create an environment where your people aren’t afraid to fail or try new things.
5. Seek out feedback
We are a feedback heavy organization. Not surprising, since one of our core values is Continuous Improvement. As a company, we are constantly looking for ways to improve the experience and engagement of our people, and it’s just as important for you to look for ways you can improve as a leader. Ask your people how you can help them be successful and what level of support they need from you to ensure they have the autonomy they need to get their jobs done.
When our people are successful, our business is successful. And autonomy is an important factor in making that happen.
Boost your autonomy knowledge with these great resources:
