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Heavy Meddle
Are you a micro-manager? And, if so, is that so wrong?


Bosses come in all types. Some are self-confessed micro-managers who take pride in over-supervision and constant criticism, while others do their best to be hands off but just can't seem to help themselves.

Here's a quick test to see where you stand on the micro-manager-meter:
  • You require being CCd on every email.
  • You ask for detailed updates between scheduled progress meetings or deadlines.
  • You revel in course correcting before a task or project has been completed.
  • You regularly feel frustration in thinking how you would have done something differently.
  • You require a week-ending report listing all of an employee's weekly activities, often with time totals.
Too many yes answers should lead to some self-reflection. After all, you put great care and thought into your hiring decisions for a reason, right?

Ideally, closely monitoring and reviewing your employees' progress, accomplishments and day-to-day work habits is a positive practice, as long as that level of supervision and criticism is thoughtful, constructive and tied to your business mission. Add to that the concern that you're treating all of your employees in a similar fashion and not singling anyone out unfairly.

Growing your business means trusting your team to take on challenges you no longer have time for, and criticizing or second guessing employees in a way that feels ungrounded is one sure way to send them packing.

Ask yourself, "Am I giving my employees the discretion to make decisions within the scope of their job and authority?"

If you're actively working to create an environment where employees feel trusted and empowered to act on their own accord, improvise where they can and be creative in the way they own their work, you're doing something right. Delegating doesn't have to mean losing control.

This doesn't mean close scrutiny and a laser focus is never warranted. But when it's standard operating procedure, day after day, it ultimately leads to less productivity and damage to morale.



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The materials contained herein are designed to provide accurate and authoritative information in regard to the subject matter covered. It is published with the understanding that the publisher is not engaged in rendering legal, accounting or other professional services. If you require legal or other expert advice, you should seek the services of a competent attorney or other professional.




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