Micromanaging—being overly prescriptive or following up too much—is a surefire way to demotivate your employees and rob them of learning opportunities.
Here are a few ways to ensure you’re not being a micromanager.
Set clear expectations on outcomes, not process.
The next time you assign a task or project, describe the outcome you want—not every step you want the person to take along the way. The goal here is to give them the autonomy and space they need to step up and get the job done.
Give feedback as per the process.
At the start of each new project, discuss when and how you’ll give constructive input. This will allow you to step in and redirect the flow of the project whenever necessary—without being overly involved or catching your team off guard.
Team exposure to management.
In conversations with your own boss, talk about your team—how you’re helping employees grow, places they’re stepping up and shining, and what your plan is for the long term. This will help you build trust, demonstrate competence, and remove some pressure that leads to micromanaging push from the top management.