How Small Thinking Can Cheat You of Talent
Are you someone who just can’t let go of details? Do you find it difficult to delegate tasks or turn projects over to others? Do you tend to focus on small things rather than the big picture? Do you frequently second-guess your employees’ decisions?
Micromanagers prevent employees from making decisions and assuming responsibilities. But it’s the process of making decisions and living with the consequences that allow people to learn and improve.
A truly effective manager sets his employees up to succeed. Good managers empower their employees by giving them opportunities to succeed – and accept occasional failures.
Micromanagers, on the other hand, take power away from their employees. And workers who are disempowered tend to become unmotivated, disengaged and risk averse.
In a work environment of mistrust, fear and inertia, employees require a lot of supervisory time and attention.
Micromanagement stifles creativity and discourages growth and development. The style is based on a lack of faith and trust in other people.
When employees do not feel a bond of trust between themselves and management, they become unwilling to share opinions, ideas or information that might help the company meet its goals. Morale suffers, teamwork disintegrates and productivity plummets.
As an owner, you always have the final say if you want it. But good employees are your company’s greatest assets.
If you don’t trust your employees to use their judgment, or you simply cannot allow them to take on responsibility, you are cheating yourself of the talent you’re paying for.