Manage but don’t Micromanage

As a manager, while you learn to manage but don’t micromanage, especially in a small business with a lean team, chances are you’ve walked the tightrope between staying involved and giving your team autonomy. Stray too far on one side, and you’re accused of hovering; too far on the other, and you risk being seen as aloof or disengaged

The key? Learning how to lead without micromanaging.

Here are some quick tips of leading with trust and not being at risk of being labelled as a Micro Manager.

1. Start With Trust, Not Control

Micromanagement often stems from fear – fear that things won’t get done, or they won’t be done “the right way.” Trust is the foundation of any healthy team dynamic. Initiate conversations where you reflect your true belief in your team

2. Be clear in your expectations

When a manager has not communicated the expectations clearly, the team isn’t quite sure of what is expected out of them. This creates confusion, and you are compelled to check frequently. Avoid this by setting clear objectives, timelines, and definitions of success. Also check with your team if they have understood you.

3. Create a schedule to seek feedback or review

Creating a schedule where feedback can be sought, or timely review can be done to allow you to stay close and provide insights and suggestions. Instead of micromanaging tasks, schedule regular check-ins where team members can share progress, raise concerns, or ask for guidance. This builds a rhythm of accountability.

4. Focus on outcomes over hours or efforts

As a manager there is a tendency to seek information on how the work is done, when the work is being done, what process has been agreed by the team to get the work done. By defining the goals and guiding the team to find the right path early in the process, you give them the autonomy needed to deliver the goals in the way that best suits them.

5. Encourage Ownership

People perform better when they feel a sense of ownership. Encourage your team to take initiative, own their projects, and even bring new ideas to the table. You’ll find that when people feel trusted, they rise to the occasion.

6. Self-reflection

Sometimes, micromanagement is more about us than the team. Maybe it’s your own perfectionism? Or maybe you were micromanaged yourself and are repeating the cycle? Whatever the cause, take time to self-reflect. Ask for feedback. Grow alongside your team.

Managing without micromanaging isn’t about being hands-off. It’s about being the kind of leader who empowers, supports, and guides—without controlling. When you lead with trust, clarity, and collaboration, your team doesn’t just work for you—they work with you.

If you would like to learn more about managing people effectively, you can learn more about our Leading with Impact Program below.