We’ve all heard horror stories about bosses breathing down employees’ necks, checking every tiny detail. But is micromanagement always a bad thing?
Imagine this: You’re working on a project, pouring your heart into it, and suddenly, your manager is scrutinising every move you make. Frustrating, right? Well, that’s micromanagement in action.
Now, don’t get me wrong. Sometimes, a bit of guidance is helpful, especially for new projects or team members. It’s like having a GPS that gently nudges you in the right direction. However, when the GPS starts giving you turn-by-turn directions for every step, that’s when things get tricky.
Micromanagement often stems from a desire for control, but here’s the catch – it can stifle creativity and demotivate your team. People want to feel trusted and empowered to use their skills. When every decision is questioned, it’s like being on a tight leash.
So, what’s the secret sauce? Finding the right balance. It’s about being involved enough to provide support and guidance without suffocating your team. Think of it as being a coach rather than an overbearing referee.
Communication is key. Regular check-ins are great, but let your team breathe between updates. Encourage open dialogue, so if they need help, they know you’re there. It’s like having a safety net without feeling like you’re being watched 24/7.
Empowerment is another game-changer. Trust your team to make decisions. When they feel valued and trusted, their creativity and productivity skyrocket. It’s like giving them the keys to the car – they’ll drive better when they know you believe in their skills.
In a nutshell, micromanagement isn’t the villain; it just needs a makeover. It’s about finding that sweet spot between guidance and independence. So, leaders, put on your coaching hats, trust your team, and watch the magic happen!
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