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Monday, March 23, 2015

Leaders win, Micro-managers suck

Do you feel your communication with employees had deteriorating, limiting and straining?
Do you feel your staff started ignoring you?
Have employees stopped offering input or suggestions to solve problems that arise?
Did your staff are no longer willing to make sacrifice because you have kept all power and responsibility?
Did your staff lost their interest?
Did your staff suddenly quit and join another company?
Is your staff are de-motivated, low morale and stop taking initiatives?
Did your staff’s productivity have come down?

If the answer is “yes” for two or more questions then you are the defaulter and culprit for being a micro-manager. 

Are you Shock? Yes! You are guilty and not your staff.

Let’s understand who is a micro-manager.

Micro-manager
Micro-manager (Team leader, Manager, Managing Director, Partner or other designated persons) involve himself in every small work his employees do, pay excessive attention to details, avoid delegation of task, constantly checking on them, directing each aspect of the work and unnecessarily monitoring every job assigned to the staff. He completely forgets the company’s objective by doing so and ruins everyone’s career including his.

Brainless micro-manager can’t be a leader because he spent most of his time in taking report on progress rather than making progress and counting miscellany.

Fathead micro-manager is completely unaware by his filthy working style which destroys the corporate culture, in result: staff decides to quit the job. Only a jackass feels that he is doing a great work in a structured way. Over the period he fails to meet the organization objectives.

Thickheaded micro-manager never gets time to think and focus on big picture because he always works on a lot of small thing that takes up all his time. Instead of his own task, he put staff’s work under the microscope to keep a laser-sharp focus on each and every move. With such absurdity of micro-manager, no company had ever grown.

Be a LEADER by allowing freedom and flexibility for staff to get their job done. Penetrating each and every move after assigning task will only irritate to others.

Few examples will prove that you are a Micro-manager:

·         You are always busy and loaded with work which you can’t handle because you fail to delegate it.
·         You frequently change or reverse the assign task.
·         You dictate each and every small task and leave no space for employees to explore their talent.
·         Always eager to know minute thing like what employees is doing all the time instead of focus on big pictures.
·         Your employees avoid you.
·         Your stringent behavior doesn't allow flexibility for employees to contribute their ideas and creativity.
·         Only you want to approve each and everything.
·         You feel that you are the only right person and you alone can to do right thing.
·         You drown in the entire task assigned to others.
·         You fail to delegate work.
·         You don’t allow others to take decision.
·         You always expect employees to report regularly on miscellany and you indulge in monitoring which is least important.
·         You ignore the experience and knowledge of employees.
·         You spend considerable amount of time showing employees how to do a job correctly by specifically telling them what to do.
·         You get irritated when your employees take decision without consulting you.
·         Instead of empowering employees you prefer to direct employees.
·         You spend most of your time in business operation instead of planning for company’s growth.

Effects of micro-management
a)   Disengagement and low productivity
You will never understand the fire caught in your staff’s belly due to your micro-management. Your staff loses their enthusiasm, get demoralize and never contribute their creativity which also effects their engagement over the time.

No matter, for what good reason you micro-manage your staff but it ultimately effects your staff output and their job satisfaction. Your staff’s job is no longer challenging or fulfilling, if you constantly indulge in micro-management. Your staff feels like hell in your office and their situation becomes pathetic as they feel they aren't trusted and their ideas aren't valued. 

Ultimately this leads to poor performance and low productivity. Till your staff engage fully and enjoy his work, you won’t be able to get their performance.

This negative feeling will spread like virus among other staff. Staff feels better to keep quiet and never offer any suggestion and they even never wish to sacrifice by working long hours. Due to this hostile situation, chances are high when your staff become confused, angry and suddenly decide to quit because of a stressful environment.

So dear micro-manager, how effective you are in your own task, you always need to focus on big picture like organization’s strategy, competitor’s, financial situation and other aspects. 

Learn to empower staff, delegate the task, more important is to trust your staff before you fall in a pit.

b)   Low productivity
You never give freedom and flexibility to your staff to manage task by their own. You don’t trust your staff and also believe that you are the only one who can do all work in precise way. Hence you try your maximum to involve in all work of your staff. To ensure, you regularly check performance and offer an advice blend with criticism. Hence, unnecessarily you get overload and even your staff skill will never every grow.

This is called stupidity and completely mismanagement which effect overall company’s productivity.

What micro-manager has to do?
You should channelize the energies of your staff towards company’s objective and should wisely delegate the task.

Before you understand the steps to overcome from your behavior of “Micro-management”, first with honest, you must acknowledge that you are a micro-manager and you cannot do all the work by yourself.

Second, communicate with your employee, understand their strength and weakness and accordingly delegate the work. While leading, sometime unknowingly we stop delegating, start editing and digging others work instead of stepping back and finding different and creative way to improve the work by proper delegation and empowering employees.

Third, encourage employee engagement. There are employees with disengagement who work only for their bread and butter, won’t take any risk, do minimum necessary work and care only for their salary. There are also employees with high engagement always trying to work hard, tend to be more productive and execute assigned task in effective way.
The best way to engage an employee is by empowers them. Assign the task with clear objectives and then let the employee take initiative.

At last, step back and take a deep breath. Trust your employees. Encourage their participation in the company's success. In short, give them an opportunity to grow and flourish, without being stifled by your constant hovering. Allow them to be creative and productive on their own terms.

Stepping back also gives you a better view of the overall big picture. This allows you to spend time in planning and concentrate on high-value task which leads to achieve company’s objective after delegating work to employees.

Free yourself and guide your organization in the direction that you and the company want it to go.

Be like a pilot of a plane rather than a cabin crew. Being a pilot if you start attending passenger like a cabin crew, for sure you are going to crash the plane. Not others, but you will be the sole responsible if it happen.

This is how leader’s work and produce better result without any stress.

Quotes from key people
“Most leaders do too much,” Murnighan says. “And when they do, they’re seen as micromanagers.” -- Murnighan

“Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you've decided upon is being carried out.” – Ronald Reagan

Stay in touch for my next article on delegating the task.