By User12601034-Oracle on Jan 21, 2014
Micromanaging drives me nuts!! You know what I mean – you are hired for your expertise, and then your new manager watches over you like you’re the newborn babe, and they are first-time parents. Further, they actually want to “work with” you on your projects. It actually makes me a bit twitchy just thinking about it. (As a disclaimer, I do have to say that I haven’t had a micro-manager in many, many years).
As a parent, I can totally understand the
to watch over a new person – you want to be sure they’re on the right track,
that nothing messes them up, that you’ve helped them be a success. As a manager, you want to do those same
things, but most people in the workplace don’t want or need another
parent. So, manager, what do you do?
You. Let. Go.
I’ve had two experiences this winter that have taught me that letting go is one of the best ways to help someone succeed. The first experience was watching my 9-year old daughter spar at a karate tournament. She had sparred three opponents back-to-back and was in her fourth match. In the middle of the round, she took a kick to her gut, and I saw her fold in half. I wanted to run across the mat and make sure that she was okay, but her sensei picked her up like a rag doll, focused her attention away from being hurt, and she finished the match…with me on the sidelines.
My second experience was taking my 6-year old son skiing for his first time. I put him in ski school, wondering if he was going to like skiing, if it would be too cold or windy, if he would spend most of the day laying on the ground after a fall, if he would miss me, and so on. When I checked on him at the end of the day, he was grinning, having fun and showing off his successful runs down the bunny slope. His instructor (the feedback loop in his world) even said that he had great coordination, lots of strength and needs to move up a level the next time he skis. But I wasn’t even there!
In both of these situations, my instinct was to micromanage – to get right in the middle of things and make sure that everything was going to be okay. But guess what? I didn’t, and everything was still okay. As a matter of fact, not micromanaging allowed my kids to learn to rely on themselves, work through the pain, gain confidence and achieve things they’ve never done. All by themselves. And my guess is that they are going to take those lessons forward into everything they do.
So the next time you want to get right in the thick of things with your employees, force yourself to step back. Make sure they have the right resources to get the job done, but then let them do their job. Maybe the only thing they need from you is your faith in them that they will achieve the goal. And then your employees will be the one who grow and gain confidence in their abilities. And isn’t helping your employee to do just that what being a manager is all about?