If you’re hiring the wrong people, you may find it necessary to micromanage their every move.
If you’re hiring the right people and still trying to micromanage their every move, the next one they make could be to a different organization.
Let your leaders lead
If the leadership in your organization truly wants to manage every tiny task and detail, then you should only hire “yes” people— employees who are happy doing only what they’re told and not thinking about it too much. These folks will gladly trade hours for a paycheck and meet the minimum expectations of the job, and they can generally tolerate constantly being told what to do and how to do it.
A leader who doesn’t want to deal with this level of detail and would rather take on higher level issues and responsibilities, needs to hire independent thinkers— people who like to do research, come up with new ideas, and then put them into practice. But this strategy comes with a warning:
If you hire independent thinkers and enthusiastic doers and then prevent them from taking initiative, you’re running the very immediate risk of them leaving.
Let your employees take ownership
If you’re hiring additional people, it’s probably because you need more thinkers and doers in your organization.
In this case, you should be hiring competent people you can trust to do their jobs exceptionally well. They should bring capabilities that compliment currently existing skills and knowledge in the company, and they should be looked upon with great enthusiasm for the fresh perspective they bring and their willingness to jump in and do these new jobs with a fiery passion.
As a leader, it’s your responsibility to set the vision and ensure the company stays on target. To accomplish your goals, you’ll need to hire competent people who believe in your company and your mission. But it doesn’t end there.
You must also allow your team to take ownership of their new roles and let them help you determine the best path for turning your vision into a reality.
When you hire people to manage specific areas of your organization, you should be looking at them as content-area experts who can help you achieve company goals bigger, better, and faster. If you’re not getting that expert–level advice and instead find yourself micromanaging them and their activities, then you need to go back and take the micromanagement test:
Did you hire the wrong people? Or are you micromanaging the right people to death?
Don’t lose your best employees!
You hired each of these individuals for a reason. Or lots of reasons! Once they’re onboard, you need to be able to trust and rely on your team to help create a dynamic company that everyone is excited to be part of. If you’re having trouble doing that, it’s time for a little self-reflection.
Re-evaluate your organizational goals and strategies and be honest about your management style. Is it serving your purpose or holding you back? Are you drawing great employees to you or inspiring them to look elsewhere?
Hire talented people and then let them do what they do best. Help make your business better.
At Raffa Financial, we help clients identify organizational challenges, create big picture strategies, and put customized solutions in place. From tailored benefit programs to custom retirement plans to risk management services, we’ve got you covered.
Photo by Sarah Cheriton-Jones