— 4 min read


It's the dirty word in every workplace. No employee wants to work for a micro-manger, and no boss wants to be labeled one.  So why does micromanagement occur so much?

Plain and simple, it's due to a lack of leadership.

Micro managers are worried about work not being executed properly and lack trust in their employees. As a result of not empowering their employees, managers are not able to focus on their own work. A team cannot function to its full ability without at least one person who inspires and earns the respect of the rest, otherwise known as a leader. If a manager truly wants to get the most out of their employees, they must strive to become a leader.

In his recent column on LinkedIn, Ilya Polzin lays out the main difference between an leader versus a manager:

Managers give answers, leaders ask questions. There's nothing certain to turn your employees against you faster than shouting orders at them. Why not spare yourself the impending resentment and simply ask your employees this: "What would you do?" or "What do you think of this idea?" Allowing people to participate in the decision-making process will not only transform what could have been an order into something more easily swallowed–it also inspires creativity, motivation, and autonomy.

Managers criticize mistakes, leaders call attention to mistakes indirectly. It may seem more efficient to point out your employees' mistakes directly, but this will only leave them feeling embarrassed and frustrated. You should really be giving them the chance to learn and grow from through your critiques. Instead, give your employees the chance to address their mistakes.

For example, say a project was sent to a client and you receive back a disgruntled message. Calmly ask your employee about the clients concern and whether they feel what was provided was on par. This will give them a chance to provide their input, while also improving for the future.

Management shouldn't be approach through force, but rather through influence. Put these techniques in place to improve the way your employees perform.

Transforming from a manager into a leader is all dependent on how you approach your team and manage their expectations. That means working with your employees on their goals and objectives in a constructive and consistent manner.  Employees must not only know what they're receiving feedback on, but also when to expect it.

At Weekdone, we set out to make every team member report what they have been working on and list their accomplishments on a weekly basis (along with their overall happiness). The managers then receive a single report on what their employees have been doing and from there can make a determination on what areas require the most attention. Minor feedback can even be given on the reports. We're showing managers time saving ways to prioritize and improve their communication. In other words, allowing them to become better LEADERS.