Micromanagement. It’s a fact of management life. What I want to know is why
so many people hate to be micro-managed yet so many managers continue to do it?
Is it a trust issue? Do micromanagers think that for something to be done
right, it must be done themselves? Is it because it takes longer to train
employees to do something than it is to do it yourself? Just what makes the big
MM a necessary evil?
Or is it? Could it be that micromanagement isn’t a necessary evil at all?
Could it be that it’s just plain evil? I say “YES!” And I think most of you
would agree with me.
Let’s take an honest look at this thing. We all hate being micromanaged,
right? And why do we hate it? Because it makes us feel like we aren’t trusted or
respected or thought highly of by our own managers. And these yucky feelings
don’t do much for our employee morale do they?
So why in the world would we knowingly do this to our own employees? Aha –
maybe that’s it!! Maybe there are legions of Micro-managers out there who don’t
even know that they are micro-managing! WOW!! Could this be a historic
discovery? Probably not, but it’s worth considering anyway.
First of all, can we all just agree that Mm-ing our employees just plain
stinks and we won’t do it anymore? Great! But now that we’ve agreed that we
won’t do it, it’s up to us to take a long honest look at ourselves to determine
areas in which we might just be Mming and not even really realizing it!
So, in the tradition of Jeff Foxworthy…
You might be a Micromanager if:
1. You spend a measurable amount of time handholding employees. Ask yourself:
Why do I do this? Are they not capable? Is there training to be given which
would improve their skills thereby freeing up my hand-holding?
2. You spend a measurable amount of time overseeing particular projects. Ask
yourself: Which projects do I spend the most time checking in on? Am I
micro-managing the employees working on these projects? Have I given them a
chance to prove their capabilities?
3. You spend time telling people exactly what to do and how. Ask yourself: Is
this kind of instruction really necessary? Is there a way to give less
instruction and allow employees to find solutions to issues themselves?
4. You find yourself irritated when other make decisions without consulting
you. Ask yourself: What is wrong with me? Am I on a power-trip? Or am I simply
trying to make sure things are running smoothly? How can I work on letting go of
the reigns to allow others some autonomy?
You know, guys, sometimes you need to let go of things and allow people to
find their own way. Yes, mistakes might be made. But wonderful discoveries for
new and better ways might be made as well.
Sure it takes time in the short term to train the employees on how things
need to be done, but it is so worth the time commitment. You and your employees
will benefit in many ways. You’ll end up with more time in your day to devote to
more important matters, and your employees will be able to breathe easy knowing
that you aren’t going to be hovering and MM-ing them to death!! Not to mention
the improvement in morale from the employees feeling good about the fact that
you actually believe in them!
Another workplace win-win. This is what the Wiz lives for!!
Now go out there and be a STAR!
Molly Luffy, MBA, owner of Work Ethic Wizard, dedicated to
helping managers regain their sanity and employees survive and thrive in today’s
corporation. Author of “Super-Charge Your Promotion Quotient: 225 Success
Strategies for the New Professional.” Web:
www.workethicwizard.com/default.cfm email:
molly@workethicwizard.com
