![]() ![]() More importantly, listen to employee concerns and work to address them as much as possible. Use these conversations to let them know what you're doing and what's happening in the organization as well. I have an open-door policy and use accessibility to engage team members. Next, communicate and use dialog with your subordinates instead of dictating to/speaking at them. While you should trust in your team’s abilities, you're still ultimately responsible for the quality of their work, so periodic updates on progress towards critical milestones are necessary. Trusting your employees doesn’t mean there’s no oversight, however. Ask how you can help them instead of getting into the minutia. Check in on employees less often and involve them in the strategic process. Start by demonstrating trust, which is the opposite of micromanaging. So, if you recognize overbearing tendencies in yourself or your management team, what can be done? Micromanagement’s focus on the minutia also results in organizational failure, as management's ability to focus on strategic goals is diminished. Whether stemming from a general lack of trust, a fear of failure, or fearing the loss of control overbearing management is a major factor in employee disengagement. Overbearing management suggests to employees that their manager doesn’t trust their judgment or ability to do their job. ![]() A manager who just can’t seem to stop compulsively checking everything employees do controlling behavior through overly-detailed instruction and criticizing the team’s work.
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