Today I want to talk to you about something that might be a problem that you suffer from. That’s micromanaging. Perhaps you’re totally hands off. But there are so many people that micromanage. What happens is that you stagnate the performance of your employees. So if you want more out of your employees and better performance one of the things you have to do is let go a little bit. I’m going to give you a recipe to make it a little easier.
I can confirm that I’m a recovering (not fully recovered) micromanager. That’s happened over my career. Over time as you surround yourself with great people it’s easier to relinquish some of the tasks you feel you have to have a handle on. The great thing is, it provides you with the opportunity to really lead in a so much more effective manner. So, if you have a problem, here are some things that can help you:
The first thing you do if you want someone to perform better you need to challenge your employees. You might think, “Gosh they complain that they’re overworked already. I can’t give them one more thing to do!” What happens when you challenge someone, particularly with an outcome (not a task), they will rise to the occasion and they’ll feel so great about it. So, challenge them with an outcome you desire.
Next, clarify what that outcome entails and be available for questions should they have them. You don’t want them going off and working towards something but it’s the wrong goal. You want to clarify your expectations.
Then, you want to recognize them for the hard work they put in. In the end, you want to reward them. I’m not talking about financial rewards. I’m talking about recognition within the office, a pat on the back, shout out, and anything you can do to recognize them for their efforts.
So, let’s apply this to a situation. We, not too long ago, had a new book coming out for one of our physicians. So, I wanted to challenge the staff. We split them into groups of two. I challenged them to come up with some creative way to announce that the book was coming because we wanted to build some momentum and excitement around it. I wasn’t sure what they’d come up with at all. I split them in groups of two and told them I wanted to have a video that comes out every other day for one week prior to the book coming out that leads into the book. I gave one person the first one and I went all the way up until the day before. So they knew what their assignment was and then I gave them free reign. It was so much fun to see what they came up with. One group put together a little rap for it. Another one included some patients and did a big cheer. Another one did something in our retail store where they were rushing around to get their copy because it was coming out tomorrow. It was so amazing to see what they came up with. It was so much better than what I would probably have come up with. It was from their heart, and they had so much fun doing it. I gave them their outcome, clarified what day their particular video would be coming out, and when it was done I gave them recognition. And they got recognition themselves because you could see they were the ones performing on the videos. Afterwards we celebrated with a brought-in lunch. It was really just an outcome and they rose to the occasion. It was really a lot of fun and very rewarding.
You can apply this to anywhere in your business. Let’s say you have a change in a procedure and you need to have some guidelines put into place. You can give that to one person or a group of people. Have them create what they think would be the ideal process for it. You can sign off on everything. You don’t lose total control. You actually just free up some of your time so you can focus on the bigger picture, while they create something they can be really proud of. They really feel like they’re a part of the organization. It builds that whole loyalty and that whole desire to do a better job.
Those are just a couple of quick ideas as you’re managing your practice, and a way to help control some of those micro-managing tendencies that a lot of people have. I hope you enjoyed this. If you have other comments or questions always feel free to e-mail me at email@example.com.