As the head of any organisation/group – even in the home, paying keen attention to detail and making sure what needs to be done is being done is top most priority, but there’s a big difference between being an involved manager and one who sticks his or her nose in everybody’s business. The problem with micromanagers is that they apply the same level of intensity, scrutiny and in-your-face approach to every task, whether needed or not. This approach in the long term, is counterproductive for staff. Are you a boss and in doubt? Here are 7 signs you’re one.
1. You believe that you’re smarter, faster, and more skilled than the people who work for you. You think you possess the highest quality standards, perform tasks seamlessly, and never miss a deadline.
2. You’re always swamped at work because you don’t delegate appropriately.
3. You need to know where your employees are and what they are doing at each moment of the work day.
4. You regularly call the office “just to check in.” You constantly call while you’re away, even if you’re confined to bed with a 101-degree fever. lol.
5. When assigning tasks, you dictate the “how.” Instead of allowing your employees to figure out how to execute a project, you set the terms.
6. You require a stream of needless reports. You inspect your employees’ work at multiple stages of the process, clogging the pipeline and causing project delays. You are overly critical, pointing out the smallest of mistakes as a learning exercise. At the first sign of trouble, you snatch the task away from the employee and do it yourself.
7. You frequently assert your authority-because you can. You’re hooked on controlling others. Deep down, you’re afraid of failure.
8. Your staff seek your approval even when performing the most mundane tasks. That’s because you get irritated when they make decisions without consulting you first.
Micromanaging may boost productivity in the short-term, but over the long haul it creates employee hostility, compromises efficiency, and dries up the creativity well.
The solution? It’s simple! Gain more trust among employees by investing in them personally. Set them up to succeed by supporting their efforts. Remember, it’s their job, not yours. Bottom line is: you need to stop.