“How to Stop Micromanaging and Start Empowering,” by Lia Garvin

 Fri 23 Sept 2022 

Fight Your Tendency to Micromanage

Micromanaging—being overly prescriptive or following up too much—is a surefire way to demotivate your employees and rob them of learning opportunities. Here are three ways to ensure you’re not being a micromanager.

(1) Focus on outcomes, not process. 

The next time you assign a task or project, describe the outcome you want—not every step you want the person to take along the way. The goal here is to give them the autonomy and space they need to step up and get the job done.

(2) Set clear expectations around feedback.

 At the start of each new project, discuss when and how you’ll be giving constructive input. This will allow you to step in and redirect the flow of the project whenever necessary—without being overly involved or catching your team off guard.

(3) Manage up. 

In conversations with your own boss, talk about your team—how you’re helping employees grow, places they’re stepping up and shining, and what your plan is for the long term. This will help you build trust, demonstrate competence, and remove some of the pressure that leads to micromanaging behaviors in the first place.

This tip is adapted from “How to Stop Micromanaging and Start Empowering,” by Lia Garvin