There is a line between being attentive and being a micromanager, and it’s a line we don’t want you to cross! Yes, sometimes managers need to take a more hands-on approach but micromanaging tends to be less about productivity and more about worrying the employee cannot do the job well by themselves… and leads you to being a bad boss.
Now, how do you know whether you have crossed the line and become a micromanager?
- You check-in only because you are anxious. Of course, there are status checks that are warranted, but if your employees have a track record of success and have never submitted anything late, and you are still constantly checking in, you may be doing it more to calm your nerves than anything else.
- You give assignments without clear expectations of when, how, or why you want a task to be done. Management style needs to align with the needs of the employee. Sharing with the employee why the project was assigned, what is needed from them, how they need to do it, and the due date from the get-go will avoid the need to micromanage down the line.
- You focus too much on the small stuff. There are always details that are not important. Don’t get caught up in them. Instead, focus on the impact of your employee’s accomplishment.
- You are convinced that your way is always the best way to get things done. If you want your team to be at its strongest and best, forcing them to work your way is not a good long-term strategy.
The bottom line? Sure micromanaging may get the project done in the short term, but in the long run, it won’t build a good team or a good relationship with you and your employees.