I have written about this before.. Check it out! It is an oldie, but something that at the time was a real pain that I was going through. Well, over the past couple of weeks, I have seen some more micro managing.
Micro managing is in the eye of the beholder… Most managers struggle to see that what they are doing is micro managing. Their intentions are clear to them, but not so much to their employees. Employees feel like they are being micro managed because of they feel they have a greater handle on the job than the manager may feel they do.
Whichever view you have, we all know that micro managing does not feel good. It really zaps the energy level of the individual and team.
As a manager, make sure you are aware of the potential of micro managing. Make sure that you are doing the following to insure you avoid the perception:
- Build your goals and expectations mutually. Working as a complete team will definitely give everyone a seat at the table.
- Make sure your focus is on the what, not the how. I know this can be tough for most managers that used to be the doers. Remember that you are the manager. Your team are now the experts! Let them do their jobs!
- Provide feedback or set up systems that allow the team to get immediate feedback on progress to goals. Everyone wants to know how well they are doing. No one likes that status to be a surprise. Making sure to communicate progress will help provide the motivation for the team to continue to do well (or make course corrections). All you need to really do is ask them what help they need.
No one really goes out of their way to be a micro manager. Well, at least not anyone that wants to be a good manager. So, if you want to do your job well and have your team do their jobs well – then make sure to follow those 3 steps.
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