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Employee Relationsmedium priority

Manager Requires Approval for Sick Days: Overreacting?

An employee is concerned about their new manager's requirement to text or call for sick day approval, especially after a previous issue where they felt unfairly blamed. The employee questions if this is normal or overly controlling behavior from the manager.

Target audience: new managers
Framework: Situational Leadership
1698 words • 7 min read

Managing Micromanagement: Empowering Teams Through Delegation

The Management Challenge

Micromanagement, as highlighted in the Reddit post, manifests as excessive control and scrutiny over employees' work. The original poster describes a situation where their manager constantly checks in, dictates minute details, and requires constant updates, leading to frustration and a feeling of being stifled. This isn't just a personal annoyance; it's a widespread problem that significantly impacts team morale, productivity, and innovation. When employees feel distrusted and lack autonomy, their motivation plummets. They become less likely to take initiative, offer creative solutions, or feel a sense of ownership over their work. This creates a culture of dependency, where employees constantly seek approval instead of developing independent problem-solving skills. Ultimately, micromanagement stifles growth, hinders team performance, and can lead to high employee turnover as individuals seek environments where they are trusted and empowered.

Understanding the Root Cause

The root causes of micromanagement are often multifaceted, stemming from both psychological and systemic issues. At its core, micromanagement often arises from a manager's anxiety and fear of failure. This can be driven by a lack of trust in their team's abilities, a need for control to mitigate perceived risks, or even insecurity about their own performance. Psychologically, managers who micromanage may be exhibiting traits of perfectionism or a deep-seated need for validation through control.

Systemically, organizational cultures that prioritize short-term results over long-term development, or those that lack clear performance metrics and accountability, can inadvertently encourage micromanagement. When managers are under intense pressure to deliver immediate outcomes, they may resort to micromanaging as a quick fix, rather than investing in the time and effort required to build a high-performing, self-sufficient team. Traditional approaches that focus solely on reprimanding micromanagers often fail because they don't address the underlying anxieties and systemic pressures that drive the behavior. Furthermore, simply telling a micromanager to "stop micromanaging" is ineffective without providing them with alternative strategies and tools for delegation, empowerment, and trust-building.

The Delegation Poker Framework Solution

Delegation Poker, a framework derived from Management 3.0 principles, offers a structured and transparent approach to defining delegation levels and empowering teams. It directly addresses the anxieties and systemic issues that fuel micromanagement by fostering clear communication, shared understanding, and increased autonomy. The core principle of Delegation Poker is to collaboratively determine the level of decision-making authority an individual or team has for a specific task or project. This is achieved through a card game where stakeholders openly discuss and negotiate the appropriate delegation level, ranging from "Tell" (manager makes the decision) to "Delegate" (team makes the decision).

This approach works because it replaces ambiguity with clarity, fostering trust and accountability. By explicitly defining who is responsible for what decisions, it reduces the manager's need to constantly check in and control every detail. It also empowers employees by giving them a voice in determining their level of autonomy, increasing their sense of ownership and motivation. Furthermore, the collaborative nature of Delegation Poker encourages open communication and feedback, allowing managers to address their anxieties and concerns in a constructive manner. It shifts the focus from control to empowerment, creating a more positive and productive work environment.

Core Implementation Principles

  • Principle 1: Clarity of Expectations: Clearly define the task, desired outcomes, and boundaries within which the individual or team can operate. This reduces ambiguity and provides a framework for independent decision-making. For example, instead of saying "Write a blog post," specify the target audience, key message, word count, and deadline.

  • Principle 2: Gradual Empowerment: Start with lower levels of delegation and gradually increase autonomy as the individual or team demonstrates competence and reliability. This allows managers to build trust incrementally and employees to develop their skills and confidence. For instance, begin with "Consult" (team makes a recommendation, manager approves) before moving to "Agree" (team makes the decision, manager must agree).

  • Principle 3: Continuous Feedback: Provide regular feedback on performance, focusing on both successes and areas for improvement. This helps individuals and teams learn from their experiences and refine their decision-making skills. Implement regular check-ins, not to control, but to offer support and guidance.
  • Step-by-Step Action Plan

    Immediate Actions (Next 24-48 Hours)

    1. Self-Reflection: If you are the manager, honestly assess your own behavior. Ask yourself: "Am I truly empowering my team, or am I holding them back with excessive control?" Identify specific instances where you might be micromanaging.
    2. Schedule a Team Meeting: Announce a meeting to discuss team roles, responsibilities, and decision-making processes. Frame it as an opportunity to improve collaboration and efficiency.
    3. Prepare Delegation Poker Cards: Create or obtain a set of Delegation Poker cards (readily available online). Familiarize yourself with the different delegation levels and their implications.

    Short-Term Strategy (1-2 Weeks)

    1. Introduce Delegation Poker: Explain the concept of Delegation Poker to your team during the scheduled meeting. Emphasize its purpose: to clarify decision-making authority and empower individuals.
    2. Run a Delegation Poker Session: Choose a specific task or project that is currently being micromanaged. Facilitate a Delegation Poker session to determine the appropriate delegation level for that task. Document the agreed-upon level.
    3. Implement and Observe: Allow the individual or team to execute the task according to the agreed-upon delegation level. Resist the urge to intervene unless absolutely necessary. Observe their progress and identify any challenges or areas for support.

    Long-Term Solution (1-3 Months)

    1. Integrate Delegation Poker into Workflow: Make Delegation Poker a regular part of project planning and task assignment. This ensures that delegation levels are explicitly defined from the outset.
    2. Provide Training and Development: Invest in training and development opportunities to enhance the skills and confidence of your team members. This will enable them to take on greater responsibility and autonomy. Measure the impact of training on delegation levels achieved.
    3. Foster a Culture of Trust and Empowerment: Create a work environment where employees feel valued, respected, and trusted. Encourage open communication, feedback, and experimentation. Regularly solicit feedback on management styles and adjust accordingly.

    Conversation Scripts and Templates

    Initial Conversation

    Opening: "Hi team, I wanted to discuss how we can improve our collaboration and efficiency. I've been reading about a tool called Delegation Poker that helps us clarify who is responsible for making different decisions. I think it could be really helpful for us."
    If they respond positively: "Great! I'm glad you're open to it. Let's try it out with [specific task/project]. I'll explain how it works, and we can collaboratively decide on the right level of delegation."
    If they resist: "I understand that this might seem like a new approach, but I truly believe it can help us work more effectively and empower everyone. Let's just try it out on one small task and see how it goes. We can always adjust if it's not working for us."

    Follow-Up Discussions

    Check-in script: "How's the [task/project] going? Are you feeling empowered to make decisions at the agreed-upon delegation level? Is there anything I can do to support you?"
    Progress review: "Let's review the progress on [task/project]. What went well? What challenges did you encounter? What did you learn? How can we improve the process in the future?"
    Course correction: "I've noticed [specific observation]. It seems like the current delegation level might not be working as well as we hoped. Let's revisit the Delegation Poker cards and see if we need to adjust the level or provide additional support."

    Common Pitfalls to Avoid

    Mistake 1: Abdicating Responsibility


    Why it backfires: Delegation is not about abandoning your responsibilities as a manager. It's about empowering others to take ownership while still providing guidance and support.
    Better approach: Clearly define expectations, provide regular feedback, and be available to answer questions and offer assistance when needed.

    Mistake 2: Delegating Without Adequate Training


    Why it backfires: Delegating tasks to individuals who lack the necessary skills or knowledge can lead to poor outcomes and frustration.
    Better approach: Assess the skills and experience of your team members before delegating tasks. Provide training and development opportunities to bridge any gaps.

    Mistake 3: Micromanaging the Delegation Process


    Why it backfires: Trying to control every aspect of the delegation process defeats the purpose of empowerment and undermines trust.
    Better approach: Trust your team members to make decisions within the agreed-upon delegation level. Resist the urge to constantly check in or second-guess their choices.

    When to Escalate

    Escalate to HR when:


  • • The employee is consistently failing to meet expectations despite receiving adequate training and support.

  • • The employee is exhibiting insubordination or refusing to take responsibility for delegated tasks.

  • • The employee's performance is negatively impacting the team's overall productivity or morale.
  • Escalate to your manager when:


  • • You are struggling to effectively delegate tasks due to a lack of resources or support.

  • • You are facing resistance from other managers or departments who are not aligned with the delegation strategy.

  • • The delegation strategy is not yielding the desired results, and you need guidance on how to adjust your approach.
  • Measuring Success

    Week 1 Indicators


  • • [ ] Team members express a better understanding of their roles and responsibilities.

  • • [ ] The number of unnecessary check-in requests from team members decreases.

  • • [ ] Initial Delegation Poker sessions have been completed for key tasks.
  • Month 1 Indicators


  • • [ ] Team members report feeling more empowered and autonomous.

  • • [ ] Project timelines are being met more consistently.

  • • [ ] The manager spends less time on low-level tasks and more time on strategic initiatives.
  • Quarter 1 Indicators


  • • [ ] Employee satisfaction and engagement scores have increased.

  • • [ ] Team productivity and efficiency have improved.

  • • [ ] The organization has a clear and consistent delegation strategy in place.
  • Related Management Challenges


  • Lack of Trust: Micromanagement often stems from a lack of trust in employees' abilities. Addressing trust issues is crucial for successful delegation.

  • Poor Communication: Unclear expectations and lack of feedback can exacerbate micromanagement. Improving communication skills is essential.

  • Fear of Failure: Managers who are afraid of failure may be more likely to micromanage. Helping them develop a growth mindset can be beneficial.
  • Key Takeaways


  • Core Insight 1: Micromanagement stifles creativity, reduces motivation, and hinders team performance.

  • Core Insight 2: Delegation Poker provides a structured and transparent approach to empowering teams and clarifying decision-making authority.

  • Core Insight 3: Gradual empowerment, clear expectations, and continuous feedback are essential for successful delegation.

  • Next Step: Schedule a team meeting to introduce the concept of Delegation Poker and begin implementing the framework.
  • Related Topics

    sick daymanager approvalemployee communicationremote worknew manager

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