Are you a terrible boss
Stop micro-managing
A team’s response to the boss’s behaviour can tell if they are micro managers or not. Micro-managing shows the failure of the manager, and not the team. Softwares help managers to surveil teams minute by minute.
As per Entrepreneur there are three clear signs of micro managing. One, bosses irritating employees by asking for status updates multiple times, offering unsolicited advices and making some version of ‘to do’ lists. Employees lose interest and feel less empowered to step up. Two, bosses never letting their team fail deprives teams to learn the most valualble lessons. Three, constant deadlines and stress of unfinished projects take away the sight from the big picture. It’s similar to the helicopter parents forcing their children to score good grades.
Peggy Drexler writes, “But most micromanagers do so out of a need for control that often has more to do with them than the performance of their employees — perhaps their own feeling of job insecurity or fear of failure. Others simply don’t know any better: Maybe they were promoted into a manager role without proper training, or maybe that’s how they were managed.”
Subordinates should take charge by doing the job well and proving that micromanaging is not necessary. One should be able to check in with the boss to ask how they are doing in context of what was expected. Instead of waiting for the check-ins from the boss the team members can be proactive with sending them updates. Asking for information in advance for the project helps, and then discussing the process of the successful implementation helps.
Worth your time: The micromanagement survival guide Link
