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13 Apr 2021

How not to be a micromanager

A micromanager can be described as a manager who gives excessive supervision to employees. Rather than telling an employee what task needs to be accomplished and when a micromanager will watch the employee’s actions closely and provide frequent criticism of the employee’s work and processes. This consequently can lead to toxic workplace culture and usually results in a decline in employee morale.

Micromanaging can cause a stressful working environment for both the manager and the employee. Employees can become demotivated and less confident in their abilities, this can lead to reduced job satisfaction and result in a higher employee turnover.

Signs of micromanagement

-Employees are afraid to share their opinions

-Every conversation feels like a performance review

-Discouraging independent decision-making

We’ve put together some ways businesses can tackle micromanagement.

Allow decision making

Good leaders inspire confidence in employees to make their own decisions and deliver successful results, especially in this age of remote working. Allowing employees to make their own decisions shows trust and this will consequently allow employees to gain confidence in their abilities.

Ask employees how they would like to be managed

Team members will feel more valued and are likely to go above and beyond if their efforts are acknowledged. Confident leaders combat micromanaging their employees by seeking their input. Asking employees how often they would like reviews and one to ones reveals how they would like to be managed, this also improves employee trust.

Trust your team

Communicate your expectations for the team, and make it clear to your team that you are available should questions or issues arise. This will help your team share and raise any concerns, without you having to underscore every task that needs to be done.

Communicate

This means creating a culture where everyone’s input is valued but also keeping a firm position on who has the final say. This also means that the workplace should be made more transparent and good ideas should be acknowledged and rewarded, this way others will also be encouraged to speak up and contribute to discussions and give their ideas.

Rewards and Recognition 

By using rewards and recognition you can help employees feel appreciated and valued for their hard work and contributions. Here at Each Person, we help businesses provide perks at work for their employees including employee vouchers, by showing them appreciation positively and engagingly. Ecards are a simple and effective method to send a motivating message to a colleague and say thank you for your hard work.

To find out more about how Each Person can improve your rewards and recognition scheme, visit eachperson.com or contact us at info@eachperson.com.

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