When you manage employees you are putting your company’s future in their hands. The day you first realized this was probably one of the most stressful days you’ve had as a manager or owner.
The pressure tofind, hire, and retain the right team members isimmense!
So you’ve probably read up on various effective management techniques and styles. You have probably heard about micromanagement – and that it’s bad. That’s not always true though… and here’s why.
Micromanagement is a management style where you closely observe the work your team does. This is generally thought of as a bad way to manage your staff because it creates a bad environment for them. They feel like they are constantly not good enough, and not trusted. Aside from the effect on your team, it also slows down your company’s growth becauseyou are a finite resourcethat can’t be cloned.
On the flip side of that, are the macromanagers. The drawback to this management style is that they tend to not provide enough supervision, support, or feedback for their employees to do their jobs effectively.
So… too little supervision = bad… and not enough = bad… what do you do?
The trick is to walk the line in between these styles of management. While each one has a long list of negatives, there are also some really great positives that can help you: keep your staff performing efficiently, increase customer satisfaction, and reduce your company turnover so you can grow your business
Choose the good parts of micromanagement
To be a successful micro-manager you should:
Choose high-level goals that you can focus on to keep control of quality without getting weighting down in the small details
Be proactive in providing support and guidance to your team without wasting your time giving them a play-by-play on how to do their job
Make sure that you are involved in one of the final stages of the hiring process for key positions at your company (not every single interview)
Set a regular time to get status updates from your team – like a weekly staff meeting that’s limited to 1 hour – instead of constantly asking where a project sits
Make sure you’re setting priorities for the work you want completed – again, at a high level, not setting every single detail of the projects and how to accomplish them.
Choose the good parts of macromanagement
To be a successful macro-manager you should:
Look at each employee’s career path and determine if you are utilizing their talents effectively
Focus on providing the support and feedback that your team members need to succeed on those paths
Set long-term goals for your company’s success and what it will look like in 6 months, 12 months, 5 years, etc.
Make sure you’re hiring the people you need to fill the roles that will help your company grow
Ensure you’re providing the training and education your employees need to succeed in their roles
What you should take away from this article…
The biggest thing that you should take away from this article is that you have to remember that your job is to grow your company.
You have to treat yourself and your skills the same way you would treat your employees. You are a finite resources with a limited skillset to offer. You need to use your skills to their fullest potential and make sure your time is used wisely. Delegating and trusting the people that you delegate to are the keys to growing your company successfully.