Let’s Not Micro-Manage

In my work, I am privy to lots of feedback from business people. For example,

I have read assessments from about 700 people in the past year and a half, including what they feel their boss could do better.

I don’t think it is much of a surprise that improved listening is probably the most common response. We need to be intentional and careful about our listening. We cannot assume that we are good at it. We have to learn how to quiet our mind, how to not be waiting to talk. When we’re listening, we need to not make judgments or think about what we will say when it’s our turn.  Let’s train ourselves to listen to understand and learn.

Remember, everyone thinks they are a good listener, including those who are not.

Another common wish about bosses is, “I wish he/she did not micro-manage.”

People want to be given an assignment, told the desired outcome, and be left to complete the task as they believe is best, thus learning and feeling a sense of success. If people need advice, they will ask for it.

Often bosses who micro-manage are not aware of it. Yet, to their team members, they may be perceived as command and control and not at all helpful to their teams’ growth and success.

My suggestion is to think about assignments and projects and then discuss expectations when giving work to team members.  It’s okay to ask for interim reports or even a draft report if that seems important.  Just try not to tell people what to do, as if you do not trust or have confidence in them.  Try not to make them feel as if you are looking over their shoulder because most people do not perform their best in that situation.

Your team members will appreciate your confidence and trust, and that matters greatly.  You’ll gain their increased respect and loyalty.

This feedback about not wanting bosses to micro-manage comes from people of all levels and ages .  I think it will be an even greater issue as we learn to effectively manage and motivate the millennials.  They definitely want more flexibility, autonomy, and authority.  If we don’t respect that, watch out for turnover! And another caution – turnover is way more expensive than many realize.  Just ask our human resource and organizational development professionals and CFO and treasurer.

This week at work, pay attention to how you’re delegating work. Are you micro-managing without realizing? I would love to hear your stories or advice on this topic.