Have you ever found yourself staring at your production quotas, wondering why your employees keep falling behind? You watch your managers as they motivate and monitor their crews, and you see that they are engaged in every level of activity. The issue definitely lies in effective and efficient productivity, but you aren’t sure where. The best place to start could be by examining your company’s management style.
No one likes to work with a manager breathing down their neck. If you’re micromanaging your employees, you may be responsible for their lack in productivity. A micromanager must control every part, no matter how small, of an activity or project. Does this sound like you or your management team?
When your employees work under these conditions, they have no ownership of their individual work process. Some workers need constant management, but other flourish if given the freedom to complete tasks in their own style. Either way, we understand that for many managers it’s hard to let go. Here are three ways to tell if micromanaging is slowing your productivity.
Lack of Motivation
Most employees want to be treated like adults who can think independently and complete basic job tasks without a supervisor dictating every move. In a workplace where a manager is more demanding than supportive, employees tend to feel like machines instead of people. When micromanagers step back, these employees have the space to start contributing new ideas that move the company forward. However, when micromanaged, employees don’t try to resolve issues, solve problems or develop innovative processes. They’re too used to you doing it for them.
Try this: Give thoughtful feedback at milestones during the project, but, armed with your initial instructions, let them use their own judgment to complete tasks.
Mediocrity Is a Constant Threat
Micromanagement can often lead to a decrease in work ethic. Employees may call out from work excessively or make tardiness a habit. The workplace itself may become a quiet, antisocial environment. Count how many times you hear laughter. Does your crew like coming to work? Mediocre work may become commonplace; your employees are doing just enough to get paid and get out. Employees protest micromanagement by producing less and acting unconcerned with company success.
Try this: Delegate leadership to other employees. If you’re looking to reduce micromanaging, then identify a few tasks you can hand over to an employee ready for more responsibility. Let them inspire each other!
There’s A Big Skills Gap
Micromanagement often happens in response to a skills gap. You’ve got your seasoned employees who could almost work blindfolded, and across the room you’ve got a younger generation that always seems lost and confused. Give your workers opportunities to strengthen their skills so that you can trust them to do their jobs. For example, safety training will not only help your employees create a safer workplace, but also learn how to prevent accidents before they happen.
Try this: Start a mentorship program. Partner up employees with experience and who can work independently with those who need an extra hand. Take a step back and let them teach each other how to be better at their job.
Most importantly, be calm when your employees make small mistakes. Instead of micromanaging so mistakes don’t happen, allow your staff to use them as learning experiences. If you need help finding employees that you can trust to work hard on their own, consider partnering with Malone Staffing Solutions. Visit us online to learn about our opportunities for contingent, temp-to-hire and direct hire workers.