Micro Manager
A manager who dictates rather than delegates job functionality to those they manage. A manager who is excessively concerned with specifying the details of how a task should be done rather than managing the big picture and allowing subordinates to do their job (from http://en.wiktionary.org/wiki/micro_manager).
Micro Manage
To direct and control in a detailed, often meddlesome manner (from http://www.thefreedictionary.com/micromanager).
As I've previously written, one quality of a great manager is the ability to effectively delegate tasks. The definition above states that a micro manager dictates details of how to do something rather than managing the big picture and allowing people to do their jobs. Has anyone ever felt as if they were being micro-managed? If so, how did that make you feel? Did you feel like your boss didn't think you were able to do your job? Did you think the general feeling was that you weren't good at your job or at least good enough to manage the fundamentals of your job? How did that feel? From my experience, the answer is, "not good".
Another part of that definition is . . . "rather than managing the big picture." This is the job of the manager - to manage the big picture. If you are wasting your time on the minute details of each person's job, how then can you possibly focus on the big picture? How can you focus on growing the business by getting more new customers if you are spending so much of your time doing everyone else's job? Don't be a micro manager. Anyways, very few people like or appreciate micro managers. This doesn't inspire people to do good work. It just makes people feel upset and insecure.
So, if you are afflicted with the micro management bug, I am going to give you some steps to letting go, allowing people to do their jobs well, and focusing your attention on the big picture of growing the business.
1. If you set up effective training protocols, you will have no need to micro manage because everyone will already be doing the job the way you want them to do it. So, create and implement effective training protocols and train those that you intend to train everyone else. Then, let them do that job.
2. Set up lines of communication and an organizational structure that allows staff to report to their direct supervisors. Those supervisors will report to a top manager. The top manager will report to you. Maintain these organizational lines. Make sure everyone in the organization maintains those lines.
3. Teach the management team to manage effectively. Make sure they understand management policies and procedures and that they follow them.
4. Set forth the organization's mission and your vision for your company's future. When everyone in the organization believes in and follows the mission and vision, you will not need to micro manage because everyone will be doing exactly what you want them to do.
5. After everyone is trained, the organizational lines are set, the management team is functioning properly, and the mission and vision are being followed, the final step is to set up feedback points and measurement tools that tell you what is happening, how the company is performing, and where potential problems exist. I have referred to these in previous posts as graphs because these give snapshot pictures of the current situation at all times. You will also hold meetings with your management team and hold them accountable for accurate feedback and excellent performance.
Then, all that is left is TRUST. If after following these 5 steps, you still can't trust your managers and their direct reports to do the right job, then either you have done a poor job in preparing them for excellence or they are the wrong people for the job. Also, it may just be that you are not willing to extend the trust necessary for everyone to handle their jobs so that you can handle the big picture. If this is the case, then good luck to you because your good people will go find a good job somewhere else where they can be trusted to do excellent work and where they will feel appreciated for it.
Aside from fair pay and the right benefits, the thing people really want the most is to feel appreciated for the good work they do and to feel like they are actually good at their jobs.
Constantly micro managing them will not get this done. Don't be a micro manager. Fight the urge. Follow the 5 steps above and trust good people to do good work.
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