Dear micro managers, yes I am talking to you, and if you really know that you are already one then please try as soon as possible to change yourself. You are ,my dear friend, contributing not only to your lack of growth, you are destroying businesses and killing the ambition in many younger employees.
Now let’s assume you still don’t know you are a micro manager and interested to know. It is easy all what you have to do is to ask yourself the below questions when you are about to deal with your subordinates, keeping in mind I personally discourage the use of such word, or peers.
- Are you monitoring and assessing every step of the business process?
- Do you have to make all the decisions in behalf of your team?
- Are you irritated when a subordinate makes decisions without consulting you? Especially the decisions which are in the level of the subordinate’s authority.
- Do you frequently ask for unnecessary and overly detailed reports?
- Do you want a detailed performance feedback and to focus excessively on procedural trivia rather than on overall performance, quality and results?
- Do you get upset every time you see your subordinate is not on his/her seat?
If the answer is yes to most of the questions above, then you are my friend a micro-manager, the type of manager who is limiting her/his growth, her/his team growth and even wasting your organization resource (money and time). While such management styles could be tolerated in the finance department, as you know you need attention to details there, it is defiantly not in either sales or marketing as your strongest assets is creativity.
As harsh as what I am writing here might sound the reason you are a micro manager is related to the fact you are emotionally insecure, and you have doubts in everyone competency and ability, I don’t think anyone could or should call her/him-self the smartest person in the world. On top of that if you, my friend, trying to convince yourself that you are doing that for business reasons then the truth is you are often doing that to feel useful and valuable and/or to create the appearance of being so.
And if for a while you decided to leave aside all above and think rationally instead you would know that your behavior is
- Creating resentment in both “vertical” (manager-subordinate) and “horizontal” (peer-peer) relationships
- Damaging the trust in both vertical and horizontal relationships
- Is interfering with existing teamwork and inhibition of future teamwork again both horizontal and vertical.
I will conclude with an advice now I don’t want to claim that I own all the wisdom in the world but micro management is defiantly standing in your way. Ask yourself a simple question if you had at team of 7 instead of 2 people or 20 instead of 7 would you be able to micro-manage all of them? if you want to be the CEO even of a small organization you will have I guess at least 10, I don’t really know what you are think right now in any way I offer you below few tips that might help you change your behavior if you wanted to
- Enable your team to make decisions especially the ones in their level of authority.
- Make it clear to yourself that all what matters are results, so sit clear results and expectations then enable your team to follow through, control the urge to look at every small detail to anything they do.
- Look at the bigger picture if it looks beautiful no matter who actually did the small details in it, you my friend, is who actually made it happen.