We want to begin by establishing that micromanagers are not bad managers. Their intention and involvement with their work and the employees under them are always right. However, their behavior can be demotivating for those they are micromanaging. In some cases, it can also be annoying.
If you are a manager, below are 3 signs of micromanager that you should be aware of and try to avoid at all times. These signs indicate you micromanaging your team, but they also contain solutions for the same. Let’s check them out:
You Find it Difficult to Delegate Tasks
Micromanagers can have difficulty delegating tasks to their team members to ensure everything gets done correctly and on time. While you may usually delegate work because you can’t complete everyone’s work, you may find yourself taking up one or the other task back from your team members as soon as you’re finished with your part of the job.
You can stop micromanaging your team by not taking any work back from them unless it is too much for them. Even then, you should only help them through the task instead of taking the whole job back from them.
You Find Work Exhausting
You may not confess to it in front of others, but work stress and exhaustion are among the most common signs of micromanagers. The work exhaustion comes directly from managing too many things at once and working more than you are even required.
As a manager, you may find it challenging to be responsible for or trust other peoples’ work. However, doing so would only help your teammates perform better and build trust within the team.
You Want to Be Involved in Everything
Do you ask your team members to CC you in every email? Do you like to be there for every decision regarding the work, no matter how small? Do you constantly initiate conversations regarding work with your teammates? If you answer yes to these, you may be exhibiting some signs of micromanagers.
However, you can help yourself and your team by holding back on discussing every little thing and making them in charge of certain aspects of projects. Even if you are unsure about your team’s performance, it is likely to improve when they are given the room to grow.
As a manager, you don’t have to delegate all your duties to your teammates to stop being a micromanager. However, you need to give each employee under you enough room to grow, learn, and improve their work.
Every employee comes to work to prove their abilities, skills, and talent. They seek acknowledgement and validation for their work by their managers and the office administration. While micromanagers may not hold back validation, it can be challenging to take the assurance coming from them seriously.
However, good managers don’t wait to give lousy feedback either. They keep an eye on their team members from a distance and come to their rescue whenever needed. It might be challenging for you to break old habits and stop micromanaging your team, but the benefits are worth it!
