You Hired Great, But You STILL Micromanage Them? gotta be kidding, right?

There are countless websites that tout the benefits and importance of “hiring right“.  Hire for attitude then train for the skills, is talked about.  Hire for experience, you can’t put enough value on experience or hire for the “right fit” within your existing company culture.

Regardless of what measure is used during your hiring process or what is highest on your list of attributes for a new employee, you have narrowed the field down to the best possible candidate and got him/her to come on board, great!

So, what’s next?

After the usual grace period of training for company policy/procedures and position-specific duties, your new charge is ready to fly on their own.

Your new employee(s) are ready to be the face of your business and deal with your well-valued customers.  All is good, so…

►Why do you still micromanage your employees? Click To Tweet

Micro managers are usually people that don’t have faith in their employees.  They are driven by fear and anxiety, wanting to control the actions of their employees so that “nothing goes wrong”.  All discretionary decisions must not be made by the employee because “the boss” knows what is best.

This is ridiculous!

Is “the boss”, Herb Kelleher, standing next to each ticket agent at Southwest Airlines?  Is Tony Hsieh packing the shoe boxes at Zappo’s?  Of course not.  And we all know that Walt Disney is not scooping eggs into your plate at one of the character breakfasts at Disney World.

So how can these companies still deliver the best customer service and experience in their chosen industry categories?

35 Reason Book - Featured Header 1200 x 50

Because they trust their employees.  They have “hired right”, trained for success and allowed their employees to use their individual skills and attributes to be used as the front line of their business.

  • Does a customer come back to your business because of your policies or procedures?  No.
  • Are the day-to-day decisions of the boss creating the welcoming experience for your guests?  No.
  • Do you go back to that restaurant or local bar because of the manager in the suit standing in the corner? No.

So what keeps you loyal to a particular business?  It’s the average employee and how they make you feel, how they show a sense of appreciation for your business.

All the micromanaging in the world can’t make a customer feel welcomed or appreciated.

So stop doing it!

You hired a great employee, or two. Train them well and have faith in them. [Tweet “►We must all be allowed to make a mistake, isn’t that part of the learning process?”]

For any employee, especially a new one, to feel fully engaged and valued at their job, there must be a realistic belief that they are in a position to show their worth, that they can help the business improve.

They want to add to the company, to make suggestions for progress. This doesn’t mean that the business should change their way of operation just because the “new guy” has an idea. But, what if the idea is valid?

Should the idea be discounted because it came from the “newbie”?

No, not at all. But don’t diminish the actions or initiative of any employee.

►The employees are what make a company great, what makes the business prosperous. Click To Tweet

But with “the boss” over every shoulder, studying all moves and actions and making the decisions for all employees, productivity and employee morale will suffer…then what is left?

Just the micro manager!


Copyright © 2018 Steve DiGioia

► If you agree or disagree and have something to say about this post - I'd love to hear it. Leave a comment below... ______________________________________________________________
Like this post?
Then share it with your friends on Twitter and Facebook!

8 thoughts on “You Hired Great, But You STILL Micromanage Them?

  1. There is no doubt that this is something that should be done .My father was a businessman of the old school and even then he trusted his old employees fully.So it was nothing new for me .I see these “micromanagers” every day and it is a pity .Regards Khurram

    • Khurram,

      The weakest managers are usually the ones who micromanage. They don’t trust their employees. If one can’t trust them, it’s time to get new employees, or a new manager.

      Thanks for your comment.

  2. Micromanagers qhave their place…just not loking over an employee’s shoulder! My husband can’t stand having someone doing so when he is at work. It often interfers with his concentration, so he says, and makes him think his boss doesn’t have faith in his programming abilities. I can understand a manager doing “spot checks” every once in a while to make sure that his people aren’t having difficulties, but acting like a “helicopter parent” isn’t the way to promote confidence or the ideal working conditions for all.

    • I have found Lisa, that most micro-managers do so out of fear of failure or lack of their own personal confidence that they will be blamed for the failure of others.

      They are usually poor teachers/trainers and unable to bring their employees to the next level of service of knowledge. This leads to an overbearing tendency to micromanage to “make sure” everything goes right.

      Thanks Lisa.

  3. So what can the new employee say to the micromanager that won’t threaten their place? Time is trust, yes, but it’s hard to prove your value of they don’t let you SHOW it?!

    • Hi Tina,

      Each situation is different of course but yes, time is trust. Have there been situations where your, or any other employee’s, work has become valued and proven to be right?

      Once we can show our past actions have led to the successful outcome as desired there is then a tract record of accomplishment.

      Sometimes this must be brought up into the discussion. When a new task is given, discuss the method and procedures to follow. This is where you must detail your responsibility and oversight.

      If the boss/supervisor then expects his/her actions to supersede yours an additional conversation must be had to explain why your decisions are second-guessed and your actions to be micromanaged.

      The difficult conversation must be had in order for clarity to begin.

      Hope this helps.

Comments are closed.