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I know I shouldn't micromanage, but I want to stay involved with my team. What should I do?

Micromanagement can impact a nonprofit organization in several ways:

  1. Lower employee morale: Employees may feel undervalued and demotivated due to constant oversight and control.

  2. Reduced productivity: Work processes can slow down as employees wait for approval or feedback before proceeding with tasks.

  3. Increased employee turnover: Frustrated employees may seek opportunities elsewhere, leading to higher turnover rates and loss of valuable talent.

  4. Stifled creativity and innovation: The organization may miss out on potential innovations when employees are not given the freedom to explore new ideas or approaches.

  5. Hindered professional growth: Micromanagement can prevent employees from developing their skills and taking on new responsibilities.

  6. Strained relationships: Micromanagement can create tension between employees and managers, affecting collaboration and teamwork.


To stay involved without micromanaging, you can follow these steps:

  1. Build trust with your team by understanding the root cause of any low trust and addressing it.

  2. Focus on delegation and ensure a clear division of labor among your team members.

  3. Set clear expectations for your staff and provide support for skill-building and feedback.

  4. Be attentive and available to offer support or guidance when needed, but give your staff space to do their work.

  5. Set up regular check-in meetings to discuss current projects, balance priorities, and provide feedback.

  6. Emphasize results over activities, showing that you trust your staff to manage their own time and workload.

  7. Set and respect work hours and boundaries to maintain trust and balance.



Further reading:






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