It is extremely easy for a leader to fall into the trap of micromanagement. You worked so hard to get to where you are today, and you want everything done your way. However, micromanaging can throttle creativity, reduce employee engagement, and ultimately affects the productivity and success of your team.
The Pitfalls of Micromanagement
Even though it is one of the most widespread styles of leadership, research shows as high as 79 percent of employees have encountered it sometime in their careers. It can cause serious damage to both the leader and the team. Micromanaging delivers a deafening message that you do not believe your team members to perform effectively in their jobs; thus their morale will decline, as well as the stress levels within the team and absence of initiative.
Moreover, micromanagement is very time-consuming and inefficient. It is taking time out of personal responsibilities and strategic planning since you are looking constantly at how your team is doing and making decisions on things that are theirs to own. This is tiring and over-emphasizes a lack of focus on the big picture.
Outcome-Driven Approach
Instead of micromanaging, consider the outcome-driven approach. An outcome-driven leader will define desired outcomes and objectives, provide all necessary resources and support, and then empower his or her team to figure out how best to reach those outcomes. All this will be done in a way that fosters creativity, innovation, and accountability.
An outcome-driven approach begins by defining clearly what the outcomes for your team are. What are the key objectives to be gained? What does success look like? Once you have those goals established, work on a plan with your team to get there. Encourage idea sharing and input from your team members and be open to their suggestions.
Empower Your Team
One of the important aspects of an outcome-driven approach is empowering your team-owing them to give them the authority and resources needed to work on their jobs, yet supporting them with guidance when the case arises. You will give your team members some level of engagement and a way of owning their work, such that you get great output.
The following are strategies to empower your team
Set clear expectations and guidelines: Let the people know what you expect from them and what the boundaries are.
Invest in training and development: The development of any staff is, therefore, an investment in the success of your organization, since the skills learned will be applied on both the job and the broader organization
Give regular feedback and recognition: Give time to know their achievements and tell your team where they need improvement.
Encourage a culture of interdependence: Help the team members to work and share ideas together, and also be available to answer their questions and provide support.
Benefits of letting go
Letting go of that type of control and taking on a more focused outcome-oriented approach benefits the team by growing their productivity and sense of well-being. It can also free up time and energy for you in terms of productivity and the execution of greater, strategic concepts.
Moreover, empowering your team would inculcate feelings of trust, accountability, and innovation. Because they love you, respect you, and like coming to work, they will deliver results.
Conclusion: It is also very hard to move from a micromanager to an outcome-driven leader. But the gains resulting from that will be worth the effort. You’ll create engaged, productive, and successful organizations when you let go and empower your people. Take a deep breath, put trust in your people, and watch them rise to the challenge ahead.
