How to Stop Micromanaging!

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Step 1.

thinker1-composition5-small2_Thumb.jpg Photo by Filip Pizlo Acknowledge there is a problem. If you find that employees no longer offer suggestions or tell you outright that you micromanage, then you probably do. Now that you know you micromanage, stop it!

Step 2.

Envisionexpectationspic_Thumb.jpg Clearly articulate expectations. When you tell people what you expect of them, make sure employees say what they expect of you. It may shock you that you are suffocating them.

Step 3.

now-hiring_Thumb.jpg Focus on hiring and placement of subordinates. If you don’t have the right team, with the right skills, you will always end up picking up the slack. Take time to hire not only the most competent, but also those who will bring cohesion to the team.

Step 4.

empower_Thumb.jpg Copyright 2008 by Volunteers of America Wyoming & Montana Give employees decision-making power. Without authority and autonomy, there is little motivation. This ties back to setting expectations. In most cases, employees have to be empowered to succeed.

Step 5.

MemberQuestions-4Web_Thumb.jpg Encourage questions and suggestions while offering constructive feedback. Are you satisfied with employee performance? Tell them! If they have a sharp edge, file it down with positive direction and training .

Step 6.

Dohmistakes_Thumb.jpg Compliments to Matt Groening Don’t grab the reins at the first sign of trouble. When people make mistakes, they have to learn from them. Jack Welch tells of being a young employee at GE and blowing up a chemical plant. His manager asked him to sum up what he learned and then sent him on his way.

Learning from mistakes is very powerful and beneficial. It builds experience.

Find this and other great management articles at “Ask a Manager ” found at


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