Just Say No to Micromanaging
Posted: Mon Jan 20, 2025 4:50 am
The good news is, you can start to shift the habit of micromanaging by identifying why you or a manager does it, and make a few easy changes.
1. Identify Why
Do you have a new team that you don’t know well, haven’t established trust and confidence in? Do you have folks who don’t carry through, or miss deadlines? Identifying the “why” will help you address the root cause and oman whatsapp number database take action to help curb feelings of distrust, lack of confidence or other things you have identified.
2. Accountability with a Capital A
If you want your team be accountable, make sure you work this into SMART (Specific, Measurable, Attainable, Relevant and Time-sensitive ) goals for them that are realistic. If people aren’t held accountable, they may never know they aren’t meeting your expectations. At VerticalResponse, we work off of periodical reviews to make sure that what we want for our business is what our teams know they need to do. It’s pretty cut and dry.
3. Let Go
Knowing when to step back and give your team the space they need to explore a problem, brainstorm, come up with solutions and execute on them is at the very core of every good manager. If you overstep your boundaries, give your team the right to give you feedback so you know how much rope to give them, and respect when they tell you to scram. When I’m in a meeting and a decision needs to be made, my team looks at me and asks what I think? A lot of times, I turn it around on them and say, “What do you guys think?” This way they know they have a say.
Have you had to step back and let go? How did your experience play out? I’d love to hear some real-life examples.
This article by VerticalResponse CEO and founder Janine Popick originally appeared on Inc.com.
1. Identify Why
Do you have a new team that you don’t know well, haven’t established trust and confidence in? Do you have folks who don’t carry through, or miss deadlines? Identifying the “why” will help you address the root cause and oman whatsapp number database take action to help curb feelings of distrust, lack of confidence or other things you have identified.
2. Accountability with a Capital A
If you want your team be accountable, make sure you work this into SMART (Specific, Measurable, Attainable, Relevant and Time-sensitive ) goals for them that are realistic. If people aren’t held accountable, they may never know they aren’t meeting your expectations. At VerticalResponse, we work off of periodical reviews to make sure that what we want for our business is what our teams know they need to do. It’s pretty cut and dry.
3. Let Go
Knowing when to step back and give your team the space they need to explore a problem, brainstorm, come up with solutions and execute on them is at the very core of every good manager. If you overstep your boundaries, give your team the right to give you feedback so you know how much rope to give them, and respect when they tell you to scram. When I’m in a meeting and a decision needs to be made, my team looks at me and asks what I think? A lot of times, I turn it around on them and say, “What do you guys think?” This way they know they have a say.
Have you had to step back and let go? How did your experience play out? I’d love to hear some real-life examples.
This article by VerticalResponse CEO and founder Janine Popick originally appeared on Inc.com.