IF YOU’RE THE KIND OF BOSS
who hones in on every little detail, must be copied on every
email, or is rarely satisfied with your team’s work, you might
be a micromanager. Micromanagement comes from “working
inside the box,” says Judith Culp Pearson, a content
marketing specialist for the wellness industry. “It
comes from focusing on what problems might
occur, how people might fail us. It comes from
treating staff as tools to get that job done, not
people with needs and emotions.”
Micromanagement
reduces
production,
destroys morale and leads to increased staff
turnover. When you are micromanaging, you are
telling your team you don’t trust them. They’ll
start to feel disconnected from the business; like
they don’t have a voice, instead, just a means to an
end.
“When you delegate and give your team
responsibility in managing the business, they
start
to
take
ownership,”
says
Luane
McWhorter, owner of Grand Spa in Dallas,
Texas. “They start to care as much as you do. If
you delegate, they get more accomplished and the
team feels like they are part of the success.”
Not only is delegating important for your
employees’ success, but also your health as a
manager. “We tend to think we have to do it all,
control it all and no one can do it as well as we can.
We
are
deluding
ourselves.
Choose
[your
employees], empower them, follow up in a non-
critical manner. It will give you the time to focus on
what you do best. It will empower you to be more
creative and get multiple tasks done at the same
time. It will allow you to grow and expand,” Pearson
says. “Delegating reduces stress. It will help protect
your own mental health, and it will give you more
time for the special people in your personal life.”
Ready to drastically change your management
style? Here are some tips for letting go.
May 2017
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