How to Stop Micromanaging

One of the most challenging roles for managers is task delegation. How do you ensure you properly delegate duties? Business managers who can’t effectively do this are often seen as micromanagers.

Micromanagement is destructive and makes most employees feel like they are always under scrutiny. Outlined below are some of the techniques business managers can use to stop micromanaging.

1. Recruit the Right Team

Make sure that you only enlist the services of the right people. During the recruitment process, analyze the work experience and skills of potential employees. This way, you will be able to recruit a team with members who match your organization’s needs.

It’s also important to hire a confident and dynamic team of employees. Besides that, don’t forget to train them and enhance their knowledge base. This will help you understand your employees on a personal level which is important for task delegation.

2. Create Trust

Most micromanagers don’t trust their members of staff. They don’t believe in an employee’s ability to effectively do their job. As a result, they want to be in control of every task, no matter how small it is.

Recruit a team that you can trust. Instead of criticizing them, ask them questions in order to gain trust and understanding.

3. Create a Strong and Independent Team

As a manager, you cannot always be present. There are times when you will be physically away. So, it’s important to create a strong and independent team that can handle any situation in your absence.

Cultivate discipline and independence in them and the importance of being accountable to each other. This way, you will be assured of timely and effective productivity even in absentia.

4. Highlight Your Business Goals 

If you want to stop micromanaging your staff, make them understand your goals. Make it a habit of frequently communicating your business expectations.

Often times, micromanagement stems from poor communication between the management and the employees. So, clearly state your goals, how, and when you expect to achieve them. Set milestones and use performance indicators to evaluate your business progress.

5. Give Your Team Power

One key factor that leads to micromanagement is the inability to let go of power. A micromanager often wants to be in charge and in control of everything around them. This is a selfish characteristic that may lead to failure.

It’s important to give your team some powers. For instance, decision-making power is important because it gives them a voice in the organization. Give them more responsibilities and you will end up with a strong and cohesive team that’s creative and productive.

6. Delegate Duties

Let go of your insecurities and delegate most duties. Once you have communicated your goals, values, and beliefs, leave everything else to your employees. Do not be a task manager for every activity.

Your work is to manage business expectations. So, effectively delegate duties to different team members and then be the facilitator. Answer their questions, solve problems, and guide your employees.

A good policy in written communication with staff is to keep things concise but with the required details. This is good business writing. But it also displays confidence that, instead of relying on you for every instruction, the receiver will use their own initiative and knowledge to get the job done.

7. Learn Leadership Principles

Micromanagement is unlikely to be a problem if you are providing effective leadership in the first place. If you are doing things like setting out a vision, showing confidence in staff and leading by example, your team will probably be doing the right thing without close supervision.

Apart from workplace learning, you can study leadership at a good business school. While undergraduate programs may be light on in this area, graduate degrees such as online MBAs typically focus on teaching leadership principles.