In a recent post, I explored micromanagement from the perspective of helping leaders avoid this in the workplace, but how can others across the organisation ensure that they are not contributing to the development of micromanagement?
Creating a positive and productive working environment is the responsibility of all of us. Having led staff groups that have numbers in the hundreds, whilst also having worked as part of teams, I can see both sides. Here are some best practical tips:
- Listen to understand, not to respond. One of the main issues around communication is how we listen. At times our eagerness to please or appear more capable can get in the way of our listening and understanding what is being asked for.
- Ensure you understand exactly what is being asked. As a member of a team, it is important that you clearly understand what the outcomes, the time scales, and the standards required are. What are you individually being asked to produce? Ask for clarification if you are not sure and share back a summary of what you understand to confirm that you’ve got it right.
- Write everything down. If you’ve not received the information in writing, write it down and again share it with your manager to make sure both of you have the same understanding. Having the goals and outcomes in writing will support you in being able to go back to them.
These points are key if you want to impress your manager and focus on achieving what is being asked.
When you get this right you will build on the levels of trust, appreciation, and the space given to you to be creative. Reducing the chances of micromanagement is the responsibility of both sides.
Please reach out if you would like further guidance on the topic.
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