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How to stop micromanaging your team (for CEOs + COOs)

In this blog post, we're talking about micromanaging and how to avoid it. As a leader, it's important to ensure that your team is working efficiently, but micromanaging can lead to reduced productivity, de-motivation, and even the loss of good team members. One of the biggest reasons someone leaves their job, whether they admit it or not, is because of their managers.

So let's dive into how to stop micromanaging your team. To begin, let's first understand what micromanagement is. Micromanagement is when a manager or leader closely monitors and controls every aspect of their team's work rather than delegating and trusting their team members to complete tasks independently.

Micromanagement can lead to low morale, frustration, and a lack of trust between the manager and the team. The next step is to identify the root cause of it. Are you being a control freak? Do you have trust issues with your team? Are you a perfectionist? It might sound like, wait, hang on. Are you saying I'm the problem?

No, not necessarily. You might have a very good reason to feel that you can't trust your team, which means we might need to dig a bit deeper into why you should be able to trust your team, and it's super important to be able to develop your team culture and build that trust. But are you willing to let past experiences stay in the past and create a new experience with your team?

Is it that you have shown them before or spoken about it before, but they're still not doing it correctly? It actually probably means you haven't captured the process properly. In that case, you should loom it or get them to write out the steps one by one as you go through it and document it in an SOP index, SOP is Standard Operating Procedure, which should have a document that is full of related keywords that make the SOP index easy to search.

Or is it that your team is actually crunched by their hours and can only get their priority tasks done? This makes the extra tasks you ask for not getting done until the last minute when it becomes urgent. Then to complete the task, they rush it, leaving you feeling frustrated, having asked multiple times for it. In this case, maybe you need to look at increasing your team's hours or make a new hire.

Understanding why you micromanage will help you take corrective action. Delegating responsibilities properly is another crucial step in stopping micromanagement. As a leader, you need to trust your team to complete tasks independently. When delegating, ensure that you provide clear instructions and expectations.

What outcome are you ultimately trying to achieve? What impact this has on other processes in the business? What boundaries do you have so that mistakes can't be made? And give them full ownership; meaning don't interfere until the final checks need to happen.

That also means they will need to make decisions based on that task themselves, and that you will trust and back them up. That whether they make the right decision or the wrong decision, you'll be there to help them.

Either way, this will help your team members to feel confident in their abilities and take ownership of their work. Don't just delegate the task; delegate the outcome. If you have a social media manager, for example, the goal isn't just to post five posts a week and increase followers, but what is the purpose of your social media channel?

Is it to actually build your list or bring more people to your website? The kind of content you would post in each of these outcomes is very different and would need different strategies. So by delegating the outcome along with the metrics that are trying to be achieved, It wouldn't matter how many posts or what type of posts are published, and then they can have some creative leeway and space to get it done in their own way.

After all, they are the expert in their field. Encourage open and safe communication with your team members. Discourage a blame culture. This will help to build trust and allow your team to feel comfortable discussing any issues or concerns with you. I'm a huge believer in blaming the system and not the person.

By communicating effectively, you can understand your team's strengths and weaknesses and work together to improve productivity. Lastly, it's important to provide feedback and support to your team members. Regular feedback will help your team to understand how they can improve and achieve their goals, and perhaps improve other areas of the business that have been overlooked.

Additionally, supporting your team members can help to build trust and confidence. By providing support, you can help your team to overcome any challenges they may face. Micromanaging can be detrimental to your team's productivity and morale. By understanding the root cause, delegating responsibilities, encouraging open communication, and providing feedback and support, you can effectively stop micromanaging your team.

Remember, trust is key in building a successful team, and by delegating and empowering your team, you can achieve great things together. If you need help delegating effectively to your team, let's book a chat here and put together a plan of action for your specific needs. In the meantime, thanks for reading and have a productive day.

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