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Managing Micro-Management

We all like to think that we are great at assessing our own strengths and vulnerabilities, but there are some vulnerabilities that many of us simply don’t want to admit to. Micro-management is one of those vulnerabilities.

Micro-management is one of the top factors leading to employee disengagement. A boss who is overly critical and involved in their employees’ work will make their employees feel distrusted, ineffective, and stifled. But what employees may see as micro-management, the manager might see as diligence or a detail oriented eye. The key to stopping micro-management is first identifying the problem:

  • Have your employees ever told you that you’re a bit too hands-on?
  • Have they ever asked for more leeway on a project?
  • When you give them feedback on their work, do they seem excited to hear your insights or a bit annoyed at your interference?
  • When you assign a new project to an employee, how often do you check in on their work?
  • Do you frequently ask people to redo assignments or complete them in the way that you prefer?

All of these can be signs of micro-management. And it may not seem like that big of a problem, but the negative effects of micro-managing employees can have broad implications to your company’s bottom line.

It’s clear that micro-management leads to disengagement by creating a situation in which employees feel like their contributions are undervalued and underappreciated. Gallup research has found that highly engaged teams are an average of 18% more productive and create 12% greater profitability than the least engaged teams. Clearly, limiting disengagement has major implications on your company’s bottomline, and reducing micro-management can directly help reduce disengagement.

The More You Trust Your Employees, the Better Their Work Will Be

If you’re worried that you might be micro-managing your employees, a comprehensive assessment of your workplace style could help determine whether a problem exists and what steps could help remedy the issue. By working to improve your management style, you can help create a stronger workplace culture that leads to greater productivity and profitability for your business. The more you can step back and trust your employees, the better work they will do for you.

About Joy Ruhmann
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