Why Micromanaging Fails Every Time and What You Should Do Instead
Micromanaging happens in so many workplaces, learn more on this website. Bosses who practice micromanagement by trying to control everything their staff does are unaware that it does not precisely help them do things better, see more now. Read more here to learn why you should consider changing your management style if you are a boss who practices excessive control over your workers. Reading this article will help you understand micromanaging better, where it does not work, and what you should do in its place.
It is possible not to think that you practice micromanaging even when you do it, view here for details. You may also have a manager who is micromanaging and fail to know it, find more details here. However, you have to do away with micromanagement whenever it arises. Your boss may be a micromanager if they practice hoarding of all the work, click here to learn what that looks like. Such a boss may not be supervising people all the time to ensure that they are doing the right thing, but it shows that they don’t trust their team. While some of them may delegate, they will still want to take all the work when someone makes a mistake. This post addresses how such behavior affects the performance of the organization. Managers need to understand that their work is to put things together and show the big picture to the people working under them. It is the team that should worry about the details to achieve the big picture, find more information about that here. You will also notice micromanaging when you see people who think that their opinion is the only one that matters. You can notice it when your boss keeps requesting updates constantly, even when the project does not involve them. Such people will never be satisfied and want everyone to deliver perfect work even when the work performed is satisfactory. Learn more about the different ways to notice micromanagement on this page.
It is crucial to help micromanagers to replace this style of management with the OKR management technique. The Objectives and Key Results management technique provides for someone who tends to micromanage to feel better when managing their team instead of pretending to do this. Click here for more details about OKR. You will need to set your OKRs every three months and invite managers to help them refocus on the objectives instead of the details. Ensure that the objectives are realistic, achievable, and with a deadline, otherwise the micromanager will feel the need to keep checking up on things. This service can be essential in helping you keep track of your objectives.