Micromanagement is a trap which repeatedly catches leaders. The solution may take some time, but the results are definitely worth it. However, before embarking on the solution, it is necessary to analyze and understand why your managers tend to micromanage. Read the following advice that was published by the Business 2 Community website.
1. Micromanagers do not trust their subordinates
Managers have a difficult job in the company. They are both committed to a certain set standards and are responsible for the actions of their employees. Consequently, if a subordinate does not work within the defined framework of behaviors, makes decisions without including his supervisor in the process, or does not respond to demands, the employee squeezes the leader's micromanagement button. How to prevent this?
Search for solutions in the recruitment process. Look for candidates who prefer to take responsibility and are proactive in terms of getting feedback. Look in their CV for patterns of this kind of behavior and check their references.
Advice for managers: Try to transform the unreliable behavior of employees. If you have determine that an employee is not following the established plan, encourage him to share his alternative proposals.
2. Micromanagers communicate inadequately
Leaders usually have ideas about the desired outcome, but often are unable to accurately share them with their teams. Consequently, the results do not correspond to their expectations. Then leaders tend to manage the projects in more detail.
Advice for managers: Before a project sit together with the team and set clear requirements and priorities, divide the various functions and tasks. Remember to clarify the levels of responsibility and clearly outline the timeline and priority of tasks. Doing this will both help you resist micromanaging and give employees a clear view of what should be done and when. Moreover, avoid the situation where every task is classified as urgent. Otherwise, your team will experience tension, and your employees will gradually lose their sense of creativity and self-organization.
3. Micromanagers fix bugs instead of coaching
Some managers are able to give initial responsibility to their employees but then must correct everything to doting all the "i's" and crossing all the "ts". The manager see the employees end result only as a starting point for him and redoes all the work. Mistakes, of course, have to be corrected, but it is essential to work with employees to correct them and not just point them out. If employees are not encouraged , they can hardly improve and the micromanagement button in the mind of the leader will remain pressed.
-bn-