April 2013 Newsletter

Stop Looking Over My Shoulder!

Imagine a boss who constantly breathes down your neck. He gives you a task that you're capable of completing but checks up on you every – step – of – the – way, like a pesky fly buzzing about the room analyzing your every move!

Now, ask yourself . . . have YOU been this boss?


Consequences of micromanaging:


• Fosters a mutual feeling of distrust


• Crushes the desire to be resourceful


• Generates low self-esteem within the work environment


• Directs focus to negative distraction, limiting productivity


• Hinders development of positive professional relationships


Micromanagement is a technique of the past that is no longer proving successful. Smart company leaders realize that empowering their employees is beneficial to many aspects of their business, including the recruitment of great employees to perpetuate growth. The basic Dos and Don'ts below may help you avoid falling into the dangerous micromanagement trap.



Share company goals with ALL employees


The intended outcomes of the strategy and vision should be communicated to employees on all levels. Everyone needs to be aware of the future plans of the company to move collectively toward those goals.



Tell employees HOW to accomplish the end goal


Employees will lose their sense of empowerment and self-worth when management tells them exactly how to fulfill the intent. At this point, employees are no longer free to accomplish goals in a way that suits them personally. This reduces worker efficacy and hampers the growth of your company.



Have trust in your employees


When corporate demonstrates increasing levels of trust in the employee to carry out intent, vision and strategy without micromanagement eyes hovering above, employee competence and efficacy increase. Company productivity and growth soon follow. A win – win situation!



Make sure you hire the right employees*


Micromanagement can be linked to recruiting efforts in a company as well. If capable employees are being recruited and hired, there is no reason for management to be watching over their shoulders and telling them how to go about their jobs.


In trying to keep empowerment with the employees, remember to communicate the intent and trust that they will figure out the "how".


*Richards, Chet. Certain to Win. [Philadelphia, Pa.]: Xlibris, 2004. Print.

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