Micro managers cause employee stress how to#

Related: How to Delegate Effectively: 7 Tips for Managers 2. Focus instead on the desired outcome and ensure they have the right resources, training, and authority to reach the end goal. When delegating, itвЂ™s important to remember that when you assign a project, you shouldnвЂ™t tell your co-worker, step-by-step, how to get the work done thatвЂ™s micromanaging. By relinquishing some responsibility, those executives empower employees and boost their morale, all while freeing up their own time to focus on activities that will yield the highest returns for the company. Gallup research shows that CEOs who excel in delegating generate 33 percent higher revenue. ItвЂ™s important to assign tasks that play to each employeesвЂ™ strengths and goals and enable them to learn and grow in their role. If you donвЂ™t know how to delegate effectively, you might unintentionally end up micromanaging your team. How to Stop Micromanaging Your Employees 1. If you want to avoid these consequences, here are tips you can leverage to stop micromanaging your employees. It kills creativity, breeds mistrust, causes undue stress, and demoralizes your team. Research shows micromanagement is among one of the top three reasons employees resign. Controlling all aspects of every project and demanding constant progress updates from your team wonвЂ™t benefit anyone. While there might be instances where you need to be more hands-on-such as when youвЂ™re training new staff or trying to help an underperforming employee-you also need boundaries. To improve retention, one area you should focus on is to stop micromanaging. That can add up quickly if you donвЂ™t prioritize retention. According to a Retention Report by the Work Institute, replacing an employee costs companies 33 percent of that workerвЂ™s annual salary. Of those, 68 percent reported a decrease in morale, while 55 percent claimed it hurt their productivity-two negative side effects that can lead to a larger problem: employee turnover. In a survey by staffing agency Accountemps, 59 percent of employees said theyвЂ™ve worked for a micromanager. You start to question whether your manager trusts your judgment, skills, and expertise. Having a boss who looms over you, inspecting and criticizing every minor detail of a project is demotivating. Give them freedom and watch them grow.ItвЂ™s rare to find employees who enjoy micromanagers. Employees wonвЂ™t learn nearly as much in a stifling environment where every move is tracked. Encourage collaboration with their peers and inspire them to come up with ideas. Ask more questions, and give fewer answers. Let them figure things out without you guiding and dictating every step along the way. They are skilled, have bright ideas and can be trusted. Remember, you hired your employee for a reason. You manage every moment on your team, leaving no detail or question unanswered.ДЇearful managers can be the worst micromanagers. You remain firmly planted in the weeds so that youвЂ™re always вЂњin the knowвЂќ and can demonstrate your value in any given moment. Or perhaps youвЂ™re insecure about your value in the organization. YouвЂ™d better look over your employeesвЂ™ shoulders and ensure they are doing everything right. ThereвЂ™s a certain way you want a job to get done. You relish the idea of holding on to every ounce of power possible.