Hi Sara,
I feel like I’m always checking in on my team to make sure things get done right, but I know that’s not helping anyone, including me. I want to set clear expectations so they know what to do without me hovering, but letting go of that control is tough. How can I find the right balance?
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Micromanaging is the workplace equivalent of a backseat driver – annoying, unproductive, and often a sign of your own discomfort. So, how do you set clear expectations for your employees without falling into the trap of breathing down their necks? Let’s break it down with strategies that not only empower your team but also make your life easier.
- Recognize That Micromanagement Might Be Your Issue, Not Theirs
Here’s a hard truth: micromanagement often stems from your feelings, not your employees’ performance. When you feel out of control, it’s tempting to regain a sense of order by hovering over every detail. Unfortunately, this doesn’t just frustrate your team—it also leaves you feeling burned out.
Instead, focus on clarity. Ask yourself, “Have I clearly outlined what it looks like to be successful in this, or am I the only one who knows?” If the answer is no, you’ve already found the first issue.
- Embrace Delegation: Teach, Train, and Equip
Delegation isn’t about dumping tasks on your team and hoping for the best. It’s a process that requires intention and patience. Here’s how to do it right:
- Teach the value: Help your team understand why their work matters and how it fits into the dealership’s success.
- Train the skill: Don’t assume they already know what to do. Take the time to teach them the skills they need to succeed. This might involve shadowing you, hands-on practice, or breaking the task into manageable steps.
- Equip with resources and authority: Empower your employees with the tools, time, and decision-making power they need to do their job well.
In our Dealer Success Group program, we get to walk alongside you, as owners and managers to train your people for you. They also get to be around other service techs, parts people, and managers just like them to help them put what you’re asking them to do in place.
- Stop Task-Dumping and Start Empowering
One of the biggest mistakes leaders make is confusing delegation with task-dumping. If you assign a task, say “Good luck,” and hold the employee accountable without proper training or authority, you’re setting them up to fail, and everyone ends up frustrated.
If an employee does something 80% as good as you would have done, it has to be good enough. For real. I don’t care that the painter painting your dealership isn’t cutting in the edges the way you would. It has to be good enough. I don’t care that Billy in parts is fronting and facing the cabinets in the morning instead of the end of the day, it has to be good enough. I don’t even care if the employee orders pizza from the second-best pizza place in town… Okay, maybe that’s where I do draw the line.
At the core, when your employees feel prepared and empowered, they’re more likely to meet or exceed expectations – and you’ll spend less time managing the details.
Build a Team That Thrives
Creating a culture of trust and accountability isn’t just good for your employees; it’s great for your dealership.
Programs like Dealer Success Groups give you the tools and strategies to train your team effectively, empowering them to take ownership of their roles. With the right support, you can lead confidently, knowing your team is equipped to succeed.
Want to learn more about how to create a high-performing team? Start by building the skills and systems that set your dealership up for success!
Happy delegating,
Sara Hey
