How a manager can motivate and allow employees to grow
Many managers try to boost their team's productivity by closely watching every detail of work. They tend to micromanage and control all steps.
But too much control doesn’t always lead to better results. It can also harm the work environment and lower staff motivation and creativity.
We look at how to set up a work space where team members can make their own choices and grow without feeling watched constantly.
Where does hypercontrol come from, and why should it be left behind?
Hypercontrol, or micromanagement, happens when a manager wants to oversee every move of employees, even small tasks. Often, it comes from a lack of trust in the team or self-doubt on the manager’s part.
New leaders may think that by controlling every step, they can prevent mistakes and get higher quality work. But this is just an illusion.
Too much control hurts both the manager and the team. Constantly checking work makes employees feel their skills are not appreciated. This leads to lower motivation, less work done, and employees looking for a workplace where their efforts are valued more.
The first step is to see if you tend to micromanage. Ask yourself these questions:
Do you focus more on daily tasks than on long-term goals? For example, do you approve small details instead of working on bigger plans? Do you ask for too many reports that don’t help your team improve?
Are these reports daily, even when employees are working on tasks that need more time? Do you give instructions that are too detailed, leaving no room for employees to work on their own? For example, giving step-by-step steps, even if your team has the skills to figure things out.
Do you check every small part of your team’s work? Do you spend time fixing details that don’t change the final result? Is it hard for you to pass tasks to others? Do you often keep tasks because you think you can do them better?
If you answered yes to a couple of these, you probably micromanage.
Changing your approach to managing isn’t easy. Here are some steps to help you do it.
Start by clearly explaining what you want from your team.
Set clear goals and deadlines from the beginning. This helps employees understand what they should do. It reduces the need for you to check constantly.
For example, if your marketing team is launching a new product, you can outline the main steps. Like creating a promo plan, preparing ads, and researching competitors.
Then, set deadlines for each step. Agree on specific goals, such as increasing social media followers related to the product by 15% by month’s end.
This way, your team knows what they need to achieve. It also saves you from having to ask about every detail.