If you ask any employee they will say that they hate being micromanaged. There is a good reason for this. As adults, we don’t feel like we need to be told what to do. As educated professionals, we have gained knowledge and skills about our specific jobs. When a manager decides to micromanage an employee, the message they’re sending is clear, “You are not capable of doing this job.” So what happens next? If you stop micromanaging, you still need to be there when your employees need help. Here are some things to consider.

Learn to Delegate

They key to giving up your control, and subsequently, your micromanaging habit, is to learn how to delegate projects to your team. Remember that everyone was hired because they are competent at what they do. If you don’t spend your time managing them in a way that is unnecessary, you will be able to see how their performance can benefit the facility and their patients.

Look at the Big Picture

When you allow your staff to do their job with limited supervision, you can spend time focusing on the needs of management. Look at the big picture not individual details. While there are certainly procedures that need to be addressed, good training will be more effective than micromanaging every time.

Don’t Nitpick Mistakes

Of course, it is critical in a clinical environment to ensure that costly or dangerous mistakes are avoided, but everyone who works with you is human. So are you. When a tiny, correctable mistake happens don’t focus on that. Don’t attack your employee personally. It is more important to correct and move on. It will also allow your staff to trust you more if they make a larger mistake.

Be Available

Finally, when you stop micromanaging your staff you have to balance that with your availability. They need to feel comfortable coming to you when they need help. This way, they can avoid mistakes that can lead to major problems with patients or the facility. Give them a reason to trust you as a manager and they will be more equipped to succeed.

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