Micromanaging can be a real problem. Most people realize this. It is particularly bad for employee morale, to say nothing about the effect it has on productivity by creating a bottleneck in the process. But it can be tough for some supervisors to stop micromanaging because they are constantly worried someone on their staff will not perform as they should.
So, what can be done to stop it, to put more faith in your employees? Here are some tips.
1. Examine the hiring procedure.
It could be that managers don’t have enough faith in their employees because they did not hire the right people. If that is the case, you need to take a look at your hiring process and ask yourself a few questions.
Are you advertising the job in the right places? Have you given enough consideration as to exactly what skills you are looking for in a particular job? Have you crafted a job description that articulates those skills well? Have you asked the right questions at the interview stage? Audit each part of the job hiring process independently to find out what works well and what needs improvement.
2. Learn to delegate.
This is a necessity if a supervisor is ever going to conquer their micromanaging habit. Supervisors have to give their staff the opportunity to show what they can do. And when you delegate, you certainly want progress reports, but you need to suppress the urge to constantly be checking in with the person to see how things are going.
Employees need to be able to make decisions on their own. Supervisors need to realize employees must make decisions if the operation is to run well because employees are on the front line. They are at ground zero of the operation, and so have a perspective on the situation that a supervisor may lack.
3. Have clarity in your expectations.
The problem in delegating might also lie in the fact that you are not clearly spelling out what you want, what expectations you have for a particular task or project. The employee has to figure out what is required on their own. That won’t lead to success for anyone.
4. Realize your way isn’t the only way
Supervisors need to realize there is more than one way to do things. A supervisor needs to get away from thinking that their way is the best way. An employee may have a better way, but you won’t find out if you don’t have the flexibility to allow the employee to do it their way.
If your company is looking for qualified, reliable workers in the Inland Empire, Arrow Staffing should be your first stop. At Arrow, we work with each recruit individually to assess his or her skills and experience, so when you take on an Arrow employee, you know you are getting someone who can do the job. Give Arrow a call today.