Micromanagement is, more often than not, a bad thing. It limits your team’s input, as they know you will just tell them what to do and how to do it. This makes them feel their opinion does not matter and they are not part of the team. Team members must have input and a chance to fail in order to grow. As a manager, you should assist in their growth and always be “training your replacement”. You will not advance if there is no one ready to take your place. Here are 3 reasons managers micromanage:
Fear can come in several forms. A project not completed to specific standards, credit going to someone else… these are just a couple of reasons a manager might micromanage. The only thing accomplished by keeping a choke hold on your team is telling them you do not trust them. Once you have given them the tools and training they need, let them work through their ideas. Check in from time to time, but trust the team you have to do the job you have given them. However, as a manager, you should give your team the training and tools they need to succeed and then give them a chance to work through their ideas. Check in on them from time to time, but give them a chance to complete the project on their own.
The destroyer of any relationship. Managers sometimes have feelings of insecurity that lead to more of a micromanagement style. The cure for insecurity is knowledge. The more you know about a given subject, the more confident you become. Learn all you can about the projects you have been assigned and lead your team with self assurance. You will feel more qualified for the position your are in, and the belief you put in your team will keep you grounded.
Wrong Team Members
Be very selective when choosing a team member. Yes, you need to make sure they are qualified for the position and have the training necessary to perform their job. However, you also need to make sure they have the soft skills necessary to succeed. They need to be a good fit with the rest of your team. Deadlines need to be met, and the job needs to get done. The wrong team member can be a crack in your foundation and cause the whole project to fail. Worse yet, the wrong team member will not instill trust in you. No trust, and you end up micromanaging.
Strive to be a manager who leads. Select the right team members and make sure they have the tools they need to succeed. Share your knowledge and assist in their growth. Their success is directly attributed to your ability to lead. There is nothing to be afraid of. The only thing we have to fear is fear itself. So said Franklin D. Roosevelt.