You don’t have the time to follow-up with everyone and also do your own work.
Maybe you are micromanaging.
People with high standards often fall into the micromanaging trap. If this is you or if you have a “friend” who may be doing this, here are some solid suggestions:
*Focus on Outcomes. Identifying the outcomes that you want each of your direct reports to produce is your single most important managerial responsibility. Once you have done this, you can allow your team members to use their natural talents to pursue the result. Do not give them a detailed process to follow. Provide suggestions and let them find their own path. Two great resources to help you include First, Break All the Rules by Gallup and Make Success Measurable by Doug Smith.
*Set Expectations for Feedback. Once you have established outcomes, then make sure your direct reports know how often you will be checking on their progress. Establish milestones that will let you and them know if they are on track. If they are on track, great. If not – ask questions. “What’s working, what’s not working, what ideas do you have to get back on track?” Do not solve the problem for them.
*Manage Up. Make sure your boss understands how you manage people. This process will result in faster growth and development for your team, but there will be growing pains and mistakes along the way. You just have to make sure there are no disasters. Set your boss’s expectations.
Encourage your team and celebrate the creative ways they invent to pursue important outcomes. This management method will result in more growth and empowerment for your team. And you will have more time to get your own work done!
*Ideas for this blog taken from: Garvin, L. “How to Stop Micromanaging and Start Empowering,” Harvard Business Review online, September 9, 2022.
