Let It Go

How to Stop Micromanaging and Start

Growing

Christine Perkett, SeeDepth, Inc.

cperkett@seedepth.com - @missusP

What Leads to Micromanagement?

And why should you care?

What Causes Micromanagement?

• Insecurity

• Fear

• Distrust

• Lack of time

• Lack of feedback

• Quality concerns

• Need for control

• Poor training/documentation

How Do I Know if I’m a Micromanager?

• Do you know all the details of every project your subordinates are working

on?

• Do you request to be CCed on every email?

• Do you find it difficult to delegate?

• Do you find yourself taking over responsibilities to “just get it done”?

• Do you believe you care more than employees do?

• Do you request multiple status email updates, meetings, or reports per

month?

• Do you believe you can do it…better?

• Do you trust your subordinates to make important decisions?

While it may be faster to “just do it,” it’s no strategy

for long-term growth and success – of the

employee and of the business.

What’s So Bad about Micromanaging?

• Creates a feeling of distrust

• Squashes creativity

• Decreases morale

• Creates a negative culture

• Stumps growth – yours, theirs, and the company’s

Nobody Wants Zombies

Source: Creating Passionate Users

Is there a cure?

The Cure

• Hire right:

– My favorite question: “Are you an entrepreneur?”

– Notice the questions they’re asking.

– Dig into passion.

– Ask for specific examples.

– Provide a problem to solve.

– Check “non references.”

– Don’t be afraid to “test.”

The Cure

• Assess your leadership skills:

– Analyze your own performance first.

• Ex: mindtools.com

– Do you listen?

– Do you lead by example?

– Are you confident?

– Are you patient?

– Are you clear, concise, consistent?

– Are you approachable?

– Do you provide rewards and understand motivations?

Did You Know?

Source: Entrepreneur

The Cure

• Build a culture of communication:

– Provide the right tools and resources.

– Ensure feedback loops.

• Including on your own methods

– Encourage solution-based recommendations.

• Problem suggestion

– Follow up.

The Cure

• Empower, entrust:

– Start slowly; test run.

– Think forward.

– Invest in relationships.

– Delegate and train.

– Encourage and accept new ways/ideas.

– Take a vacation?

• Understand your value vs. theirs:

– Ex: strategic planning vs proofreading a blog

– Delegate/pass along.

The Cure

• Improve reporting processes:

– Request specific goals and metrics.

– Be consistent; be explicit.

– Use data – why is something working (or not)?

• Don’t freak out if it doesn’t, but educate/inspire.

• Make changes as appropriate – and invest in them.

The Cure

• Position for growth:

– Don’t disappear completely.

• Some demand more “overseeing” but explain why.

– Invest in ongoing training and coaching.

• Consider a mentoring program.

– Make career advancements clear.

– Give them a stake.

Be a Leader, Not a Boss

Leaders

• Understand what employees need.

• Plan – and lead – into the future.

• Make expectations clear.

• Handle unexpected pivots with grace.

• Give the benefit of the doubt.

• Encourage, don’t criticize.

• Ask for feedback – and take action.

• Train, delegate, and create a chain of command.

Be the Duck

The ultimate benefit

Benefits

• Happier, more productive employees

– New ideas, enthusiasm

• Better employees

– Impacting the bottom line

• More time spent on growing your business

– More proactive than reactive

• Maximize and allocate resources appropriately.

• Produce consistent results.

• Create a positive, thriving workplace culture.

Growth

"If an entrepreneur tries to do all the work himself, or

micromanage the people he hires to do the work, he's

limiting the growth of his company to a certain size."

Christopher Collins, associate professor at Cornell University and director of

the university's Center for Advanced Human Resources Studies