4 signs that you are too monitoring your subordinates

There is a big difference between the attentive leader and those who are obsessed with the idea of control. The latter is usually called a microener – and no one loves him, because he takes one half of the tasks for himself, and the other, completed by employees, doubles 33 times. How to understand that you have chosen an unsuccessful management style? And what, in fact, is its lack?

“No one dreams of becoming a micro -manager – like a bad leader in general. Hardly anyone wakes up in the morning and thinks: “What would I do this to complicate my work to my team?” – emphasizes the career consultant Gorik NG, author of the book” Start rules: the secrets of how to start a career “. – However, many are just like that “.

How and why the work of the boss turns into obsessive attempts to control the work of others at each stage? The answer is simple: the micro -manager is sure that employees will not cope if each step is not tracking. As a result, the latter spend more time and effort on evidence of their competence than work itself.

Here are the features and patterns of behavior that you should pay attention to.

1.You constantly double -check

There are times when micro

-management is necessary – for example, if an employee is inexperienced or not too motivated, says Kimberly B Leadership Consultant. Cummings. Another thing is when you do not even give employees a chance to prove yourself and show what they are capable of.

“The leader prone to micro -study every now and then asks the employees, what is the status of a particular task, even if the deadline is still far away. Constantly recalls that something needs to be done, sent or planned. In the end, the employee loses the opportunity to independently fulfill his tasks “.

Cummings advises managers to ask themselves more often: “Did this employee manage to cope with the tasks earlier? Perform them on time? Does he demonstrate a complete understanding of the task, the project as a whole and his role in it? Will he be able to cope this time?”

Answers to questions will help to understand whether careful control over the actions of the employee is so necessary or is it just a remedy for your anxiety.

2.You do not specify your expectations

If the employee only got a job, then careful control over him may be appropriate. But in this case, the most important thing is not only to control, but to explain what is expected from it – both in the process of work and by its completion.

We can say bluntly: “It is important for me that you learn to do it yourself, but at first I will be near-to explain, give feedback, to control somewhere. As soon as you get comfortable, this will completely become your responsibility “.

Alas, not all managers are aware of what they specifically want from an employee: how, when and why the task should be completed. And begin to intervene when he does something wrong as they seemed to them. Or does not have time to complete the task on time, albeit initially not voiced.

3.You focus on minor details

Employees expect from the boss that he will concentrate in the general picture and global tasks, and the small ones that make up this puzzle will leave them. And when he begins to find fault with the little things, for example, to one point in a high -quality and reported report on time, this cannot but annoy the entire team.

4.You are convinced that your decisions are the only true

“Another vivid sign of a micro -manager is that the manager requires employees to fulfill the tasks exactly like him. After all, this is “the only correct way,” explains the NG Gorik. – Such narrowness of thinking kills creativity in the root – as well as motivation. “.

“In the short term, you can get what you want thanks to micro -management, but employees will not learn anything like that. They will not feel responsible and competent, – the NG sums up. “The more you control everything, the more employees will relax, knowing that you are still diving, what to do next”.

So micro -management is a management strategy in which everyone ultimately suffers. The head of the blockage of additional work, and the employees have zero chances to learn something and prove himself. Maybe it’s time to refuse her?

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