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Micromanaging: Is it you or them?

Just as you probably have, I have come across many managers who micromanage their employees. According to Dictionary.com there are two definitions: to manage or control with excessive attention to minor details and To direct or control in a detailed, often meddlesome manner. Most of you who have dealt with this type of manager know that it is not conducive to a comfortable, productive, and stable working environment.

If you think you are this type of manager, please pay attention. There are two types of micro managers; one that manages their entire staff this way and one that manages one to two people this way, or better yet, none.

If you are managing your entire staff this way then the problem is you and you need to change your ways quickly. If you trust your staff to do the job they were hired to do and you continually see good results then you need to back off. Let your employees do their jobs without being smothered by you. Competent, smart employees do not need your input on what type of paper clips to buy or need you to question every decision they make. Let them flourish and only step in when they need or ask you for guidance or you see that something that needs to be corrected.

If you are managing one or two people this way, then it’s probably for a good reason; and that reason should be that they have done something to warrant being scrutinized for a while to assess their job performance. Meaning, it is them, not you. If by micromanaging for a bit you can correct their behavior and get them back on track then great! If you do not see a change in job performance then it is time to cut them loose. You, as a leader, have better things to do than to continually manage in this way. Not to mention it is not fair to the rest of your team.

I am, in no way, stating that you shouldn’t offer your staff feedback. Positive or constructive feedback from time to time is beneficial. In fact, I have a different blog I will write soon to cover that subject.

So, in summary, if you are meddling in your staffs’ business on a daily basis, stop it. If you trust your staff to do their job and you keep your interference at the 20,000 foot level, rather than the 2 foot level then keep up the great work. You will have happier, more productive, employees because of it.

><(("> Julie Silbar

Julie is a ><((“> Friend of Catch Your Limit, a management and marketing firm with offices in Tallahassee, Florida and Richmond, Virginia. To contact Julie email her at julie.silbar@redlion.com or to learn more about Catch Your Limit, visit www.catchyourlimit.com.


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