{"id":9495,"date":"2016-08-05T09:00:18","date_gmt":"2016-08-05T09:00:18","guid":{"rendered":"https:\/\/pingler.com\/blog\/?p=9495"},"modified":"2016-08-05T06:01:03","modified_gmt":"2016-08-05T06:01:03","slug":"are-you-delegating-or-micromanaging-your-employees","status":"publish","type":"post","link":"https:\/\/pingler.com\/blog\/are-you-delegating-or-micromanaging-your-employees\/","title":{"rendered":"Are You Delegating or Micromanaging Your Employees?"},"content":{"rendered":"

\"DrawingIf you\u2019re quite a \u2018hands-on\u2019 type of manager, you will need to make sure that you don\u2019t end up falling into the trap of micromanaging your employees. Although it is fine to give your staff members some guidance, advice or instruction from time to time if needs be, it\u2019s vital to ensure that you don\u2019t end up being viewed as that overzealous boss who can\u2019t trust their employees to complete a task without constant intervention. We\u2019ve put together some suggestions to help you improve the delegation process and avoid being labelled as a micro-manager.<\/p>\n

Delegate Problems, Don\u2019t Solve Them<\/h2>\n

One of the first signs of micromanaging is that when delegating a project, you also delegate the solution in a specific manner. Whilst that may make more sense in certain industries or fields, for the most part, having the specific steps for completing the work laid out to them can often make employees feel more like a vendor, rather than a partner in the task. This type of delegation doesn\u2019t enhance employees\u2019 skills or careers, especially if the steps are well known.<\/p>\n

Share Experiences Rather Than Instructing<\/h2>\n

If you have seen a similar pattern or problem arise as the work progresses, there\u2019s a good chance that it could be the way in which you are coming across when communicating your experiences which could be earning you the label of a micro-manager. If you have experiences to share which you believe might help your employees out when working on certain tasks, it\u2019s important to tell the story rather than simply give instructions.<\/p>\n

Don\u2019t Impede Progress<\/h2>\n

What many micro-managers don\u2019t seem to realise is that whilst they think that they are keeping a close eye on things, they are actually slowing the progress of the work down. When employees have to check in with management staff for meetings, reviews and progress updates every day or every few days, you are losing out on valuable time which they could be using to complete the task. If you are concerned about how progress is coming along, it\u2019s important to make sure that you find the right balance between keeping in contact with your team and bugging them too much.<\/p>\n

Provide Constructive Feedback<\/h2>\n

Everybody at some point will need their work to be criticised constructively, and the way in which you give feedback can also be seen to be micromanaging if you don\u2019t get it right. At times, things may not be going as well as everybody wants it to and it can be easy for managers to step in and fix it themselves. However, this type of course correction can be a big negative and removes many of the benefits of task delegation. Correcting, rather than providing constructive feedback can actually have the opposite effect, as it can easily demotivate your employees for the future.<\/p>\n

Above all, as a manager it\u2019s important to trust that you have hired the right people for the job, and to treat others as you would like to be treated.<\/p>\n


\n\t
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