How To Stop Micromanaging A Team

Micromanaging is becoming a growing concern in many companies. Many managers in the corporate world end up micromanaging people instead of empowering their teams.

In Micromanagement strategy, the managers carefully observe and control the work of their subordinates.While micromanaging may deliver quality results but sometimes proves to be dominant leadership style.

When employees are over managed, they tend to feel incompetent and deficient. Rather than being in control of their work, they depend on their team leaders even for the small task and each and every step.

Micromanagement strategy might prevent the professional development of employees and it becomes harder to bring the best talent out of employees.

How To Stop Micromanaging Your Team

Instead of micromanaging the teams, managers can follow the tactics to get best out of their employees.

1) Set Right Expectations:

The success of any corporation depends mainly on how well it organizes its members to focus on work. The employees need to know what they are expected to perform at work before you can hold them accountable. The clearer you set expectations and goals, lesser the time it takes to clarify things later stages.

2) Invite commitment:

If your employees know their work, it does not mean they will do it.So after the goals and expectations are set every employee must give some commitment to achieve their targets.

Every individual of the company will be inclined to give a commitment when they feel that the set goals will benefit them personally, and these goals will take the organisation to the next level. Once the connection is made your employees will welcome to hold them accountable for the results.

3) Measure progress:

Measure progress of work by looking at various parameters and their ongoing performance to determine whether they are meeting their goals and expectations that they previously committed.

Measure their results and performance and comparing them to the employees’ goals to identify gaps and check whether they require any further attention.

4) Provide Feedback:

Providing feedback may not solve problems but it would create an opportunity for discussion of problems and follow-up actions. Your employees may need feedback to do a good job and improve the areas where their performance is low.

Sometimes reminding the objective and giving them a behavioral feedback would be more than sufficient. Setting expectations and providing quality feedback are two steps in holding any employee accountable for their results.

5) Link to Consequences:

Sometimes employees may need external motivation from your end to live up to their commitments. It much better if you link them to outcomes if the work is not done up to the expectations.

6) Evaluate Effectiveness:

Evaluate and review how the process was executed. Create a systematic and consistent method in place so that you can hold your employees accountable for their actions. All goals assigned to employees must link to organisational objectives to motivate the employees.

These are some of the best ways for the managers to avoid micromanagement and empower their teams. This type of management will improve creativity and productivity of the employees of any organisation.

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