Micromanagement is perhaps one of the most frequent criticisms of supervisors. Those who serve in leadership roles know the challenges of walking the fine line between proper oversight and robbing employees of an important source of intrinsic motivation: autonomy. Here are three tips that can help all the “control freaks” out there lean into giving their team greater freedom – without losing sleep.
 

1. Plan the plan 
One of the quickest ways to fall into micromanagement is failing to provide enough time for the employee to create their own plan. Build in space to share the desired outcome, invite the person or team to develop a plan, and reconnect about the plan before work begins. This allows the leader to affirm what’s good about the approach and guide what might be problematic before it’s executed. Thinking through the whole project upfront gives the team greater clarity and ownership about the outcome and a better understanding of why their individual contributions matter.

2. Request a playback 
During kickoffs or check-ins, a supervisor may offer direction on next steps and receive little more than a head nod or a quick “got it” in reply. It’s important to ask your team to play back – verbally or in writing – what they are taking away from the conversation, especially in our online, multitasking world. While this can feel awkward or even patronizing at first, it is helpful for both parties to mitigate the common result of human communication: misunderstanding. With less misunderstanding upfront, there will be less need to correct and control along the way.

3. Prioritize what’s important
Most conflicts do not arise from misalignment in the end goal, but on the means of getting there. As a leader, it is essential to clearly define the destination. At the same time, it is equally important to discern between non-negotiables and preferences in how the work gets done. In those early conversations, be sure to communicate what must be accomplished and identify a few key expectations for how it should be accomplished along with why those expectations matter.
 

By inviting others into upfront planning, ensuring clarity through playback and distinguishing between preferences and true priorities, you can avoid the label of micromanager and instead create the focus and motivation your team needs to achieve a shared vision.