Are You A Micromanager? Take The Quiz!
 By B.J. Addington

Is this adage true or false? “If you want something done right, do it yourself.”

Your answer could very well reveal your management style.

Micromanagers would generally say that the adage is true. After all, these types of managers usually make every decision, assume responsibility for every task, and rarely see the value of a business idea beyond their own.

To sum it up in today’s language, most micromanagers are control freaks.

That management style won’t do your small business any good. It will stress you out because you’ll try to do everything yourself. And you can’t. It will destroy the morale of employees because they’ll feel undervalued and unable to advance in your company. It will increase staff turnover because unhappy, unmotivated workers will quit and leave you in the dust.

Most micromanagers don’t recognize themselves as such. But seeing your weaknesses and working to right them is part of becoming a better business owner – and a better people manager.

Afraid that you might be a micromanager? If you answer yes to most of these questions, chances are you’re micromanaging.

1. Do you sweat the small stuff?
Employees like to be given a job and then turned loose to complete the task. They don’t like to be hovered over with you dictating their every action. Your focus should be on the big picture – results and quality.

2. Are you constantly giving feedback?
Employees want and need performance feedback. But they don’t need daily input from you unless they’re new hires in training. You should provide detailed performance criticism, critiques and recommendations at regular intervals. However, if you’re continually telling workers how to do their jobs, chances are you’re micromanaging.

4. Do you think your employees never have a good idea?
If you answered yes, you’re wrong. Sometimes there is no right or wrong solution to a business problem, just different ways of approaching an issue. Give employees opportunities to test their ideas. Let them become more involved in your business by trying new procedures.

5. Do you keep the fun or interesting tasks for yourself?
If you only delegate boring, mundane jobs to your employees, you’re sending the wrong message. Just like you, workers enjoy variety. And they thrive on tackling new tasks that stretch their abilities. Besides, boring jobs lead to bored employees. And sooner or later, bored employees quit.

6. Do you punish employees for mistakes?
Workers who test new ideas and take on new responsibilities will naturally make some mistakes. It’s part of the learning curve. Your job as a business owner is to help employees figure out why the mistake occurred and how it can be avoided in the future. If you punish employees, you’re being authoritarian. If you help them see and correct the mistake, you’re being a leader.

7. Do you dictate work methods instead of results?
Everyone has a different way of working. Don’t impose yours on employees. Give workers deadlines. Or tell them what results you expect. Or explain specifically what you want them to accomplish. But don’t sit on their shoulders and dictate work styles. If you do, you’ll cause stress and frustration.

8. Do you insist on approving every step?
Delegating a task without delegating responsibility is a sure sign of a micromanager. When you hand out work, you should also hand out the responsibility for making decisions related to the work. Don’t ask employees to get your approval at every step along the way. Allow them to make the important decisions related to the task. That’s the only way employees will grow in their jobs.

9. Do you renege?
Projects seldom run smoothly. But if you delegate work and then yank it back at the first sign of trouble, then you’re micromanaging. Once you delegate, you can help the employee prepare for the task. You can offer suggestions and explain your expectations. You can offer to act as sounding board if problems arise. But let the employee complete the project, even if you have to provide coaching and guidance along the way.

(Posted February 2007)

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