It’s not easy to be a boss. You have to find that perfect balance of guiding, teaching and giving your employees the right amount of freedom to make their own mistakes. You want your employees to be prepared for any and all scenarios, but you also want them to be able to make their own decisions and solve problems. In other words, you can’t micromanage – it impedes the growth of your employees, paralyzes their decision-making ability, and might even make them resentful. Here are five tips to avoid being a micromanager.

Recognize Your Behavior

If your mind is constantly filled with micro-level details that may or may not be important, there will be no room for the macro-level big picture thoughts. It’s hard to focus on long-term goals for your company when you’re worried about the type of heading your employee used on a report they just sent you. Identify your tendency to micromanage and recognize how detrimental it is to your employees. Yes, you might be saving them from making a mistake or making sure you don’t look bad in front of your customers, but you’re not allowing them to learn and grow.

Ask for Feedback

Sometimes, micromanagement is a reactionary response when something’s gone wrong. Instead of allowing a mistake to happen again, you try to head it off every chance you get. Instead, invite your employees to give feedback on what’s going on and trust that they’ll come to you if there’s a problem. Encourage their open and honest opinions so they’ll be willing to express their feelings if you overstep your bounds into micromanaging territory. Ask how you can help them. What can you provide to empower them to do their jobs well?

Know Your Priorities

Before you get nitpicky about a certain detail of a project, ask yourself whether it’s really important. Does it keep you from your long-term or short-term goals? Make sure your team’s priorities align with those goals. Your job is to help them meet those goals, not to make sure all their i’s are dotted and their t’s are crossed.

Release Your Control

If you have a history of micromanaging and you’re looking to let go, do so slowly. If your team is used to you holding their hands every step of the way and overseeing every move they make, they’re really going to struggle if you suddenly let go. But if you do so gradually, they might not even notice a shift. Start to delegate more and more responsibility and independence to them, check in occasionally, but only offer help when they really need it.

Don’t Be Too Hands-Off

You don’t want to disappear or seem disinterested. Nothing demotivates employees faster than an apathetic boss. Not to mention your employees do have limitations. They can’t do everything, and they’ll need you to step in with advice or assistance from time to time.

For more tips on managing your team, contact PrideStaff St. Pete Clearwater today.

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