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Managing Difficult Employees: Performance & Attitude Issues

A director is told they are too hard on an employee with multiple performance issues including absenteeism, client conflicts, unsafe behavior, and resistance to training. The manager questions if their approach is too harsh despite documented issues and warnings.

Target audience: experienced managers
Framework: Performance Management
1794 words • 8 min read

Managing Micromanagement: Empowering Teams Through Delegation

The Management Challenge

Micromanagement, characterized by excessive supervision and control over employees' work, is a pervasive problem in many organizations. It stems from a manager's perceived need to be involved in every detail, often driven by anxiety, lack of trust, or a belief that only they can ensure quality. As highlighted in the Reddit post, this behavior can manifest as constant check-ins, nitpicking over minor issues, and a reluctance to delegate meaningful tasks.

The impact of micromanagement is far-reaching. It stifles employee autonomy, creativity, and motivation, leading to decreased job satisfaction and increased stress levels. Teams become dependent on the manager for every decision, hindering their ability to develop problem-solving skills and take initiative. This not only slows down productivity but also creates a toxic work environment where employees feel undervalued and disempowered. Ultimately, micromanagement undermines trust, damages morale, and can lead to high employee turnover, costing the organization time, money, and valuable talent. Addressing this challenge is crucial for fostering a healthy, productive, and engaged workforce.

Understanding the Root Cause

The roots of micromanagement often lie in a complex interplay of psychological and systemic factors. At its core, it's frequently driven by a manager's fear of failure or loss of control. This fear can be amplified by organizational cultures that prioritize individual performance over team success or that lack clear accountability structures.

Psychologically, micromanagers may exhibit traits of perfectionism, anxiety, or a deep-seated need for validation. They might believe that their way is the only right way and struggle to trust others to meet their standards. This can stem from past experiences where delegation led to negative outcomes, reinforcing their belief that they need to be constantly involved.

Systemically, a lack of clear processes, inadequate training, or poor communication can exacerbate micromanagement. When employees are unsure of their responsibilities or lack the skills to perform them effectively, managers may feel compelled to step in and take over. Similarly, a lack of trust in the organization's systems and processes can lead managers to believe that they need to personally oversee every aspect of their team's work to ensure quality and compliance.

Traditional approaches to addressing micromanagement, such as simply telling managers to "delegate more," often fail because they don't address the underlying psychological and systemic issues. Without understanding the root causes and providing managers with the tools and support they need to change their behavior, micromanagement is likely to persist, perpetuating a cycle of distrust and disempowerment.

The Delegation Poker Framework Solution

Delegation Poker, a framework developed by Jurgen Appelo, offers a structured and transparent approach to delegation, empowering teams and fostering trust. It moves beyond simply assigning tasks and focuses on defining the level of autonomy an individual or team has in making decisions and taking action. This model directly addresses the root causes of micromanagement by clarifying roles, building trust, and promoting shared responsibility.

The Delegation Poker framework uses seven levels of delegation, ranging from "Tell" (the manager makes the decision and informs the team) to "Delegate" (the team makes the decision and informs the manager). Each level represents a different degree of autonomy, allowing managers to gradually increase delegation as trust and competence grow.

The core principle behind Delegation Poker is transparency. By openly discussing and agreeing on the level of delegation for each task or decision, managers and team members can align their expectations and avoid misunderstandings. This process fosters trust and empowers employees to take ownership of their work.

This approach works because it provides a structured framework for managers to relinquish control in a gradual and controlled manner. It also encourages open communication and feedback, allowing managers to address their concerns and provide support to their team members. By focusing on the level of autonomy rather than simply assigning tasks, Delegation Poker helps to build a culture of trust, empowerment, and shared responsibility, ultimately reducing micromanagement and fostering a more productive and engaged workforce.

Core Implementation Principles

  • Principle 1: Start Small and Iterate: Don't try to delegate everything at once. Begin with smaller, less critical tasks and gradually increase the level of delegation as trust and competence grow. This allows both the manager and the team member to adjust and learn along the way.

  • Principle 2: Define Clear Boundaries: Clearly define the scope of the delegated task or decision, including the expected outcomes, timelines, and any constraints. This ensures that everyone is on the same page and reduces the risk of misunderstandings or errors.

  • Principle 3: Provide Support and Feedback: Delegation is not about abandoning employees. Provide them with the resources, training, and support they need to succeed. Regularly check in on their progress and provide constructive feedback to help them improve.
  • Step-by-Step Action Plan

    Immediate Actions (Next 24-48 Hours)

    1. Self-Reflection: - Take time to honestly assess your own management style. Ask yourself: Do I frequently check in on my team members? Do I find it difficult to let go of control? Am I often correcting minor details in their work? Identifying these tendencies is the first step towards change.
    2. Identify a Low-Risk Task: - Choose a relatively simple and non-critical task that you can delegate. This will serve as a pilot project for implementing the Delegation Poker framework.
    3. Schedule a Brief Team Meeting: - Call a short meeting with your team to introduce the concept of Delegation Poker and explain your intention to experiment with it. Emphasize that this is about empowering them and fostering a more collaborative environment.

    Short-Term Strategy (1-2 Weeks)

    1. Introduce Delegation Poker: - Explain the seven levels of delegation to your team. Provide examples of how each level might apply to different tasks or decisions. Use visual aids or a handout to help them understand the framework. (Timeline: Day 3)
    2. Apply Delegation Poker to the Low-Risk Task: - Discuss the low-risk task you identified earlier with your team. Use Delegation Poker to determine the appropriate level of delegation for that task. Be transparent about your reasoning and encourage their input. (Timeline: Day 4)
    3. Monitor and Provide Support: - Closely monitor the progress of the delegated task, but avoid micromanaging. Offer support and guidance as needed, but resist the urge to take over. Provide regular feedback and encouragement. (Timeline: Days 5-14)

    Long-Term Solution (1-3 Months)

    1. Expand Delegation Poker to Other Tasks: - Gradually expand the use of Delegation Poker to other tasks and decisions, increasing the level of delegation as trust and competence grow. Regularly review and adjust the delegation levels as needed. (Timeline: Month 2)
    2. Provide Training and Development: - Invest in training and development opportunities for your team members to enhance their skills and knowledge. This will increase their confidence and competence, making it easier to delegate more complex tasks. (Timeline: Month 2-3)
    3. Foster a Culture of Trust and Empowerment: - Create a work environment where employees feel valued, respected, and empowered to take ownership of their work. Encourage open communication, feedback, and collaboration. Celebrate successes and learn from failures. (Timeline: Ongoing)

    Conversation Scripts and Templates

    Initial Conversation

    Opening: "Hi team, I wanted to talk about how we work together and explore ways to empower you all even more. I've been reading about a framework called Delegation Poker, and I think it could help us clarify roles and responsibilities and build more trust within the team."
    If they respond positively: "Great! Delegation Poker has seven levels, from me making all the decisions to you all having full autonomy. I'd like to try using it on a small project to see how it works for us. What are your initial thoughts?"
    If they resist: "I understand that this might sound like a big change, but my goal is to create a more collaborative and empowering environment. Let's start with a very small, low-risk task and see how it goes. We can adjust the approach as needed."

    Follow-Up Discussions

    Check-in script: "How's the [task name] project going? Are you feeling supported and empowered with the current level of delegation?"
    Progress review: "Let's review the outcomes of the [task name] project. What went well? What could we have done differently? Do you think the level of delegation was appropriate?"
    Course correction: "Based on our review, it seems like we might need to adjust the level of delegation for future tasks. Let's discuss what changes we can make to ensure you feel more comfortable and confident."

    Common Pitfalls to Avoid

    Mistake 1: Delegating Without Support


    Why it backfires: Employees feel abandoned and overwhelmed, leading to poor results and decreased morale.
    Better approach: Provide adequate training, resources, and ongoing support to ensure employees have the tools they need to succeed.

    Mistake 2: Micromanaging the Delegation


    Why it backfires: Undermines trust and defeats the purpose of delegation, creating a frustrating and demotivating experience for employees.
    Better approach: Resist the urge to constantly check in or correct minor details. Trust your employees to do their job and provide feedback only when necessary.

    Mistake 3: Failing to Define Clear Expectations


    Why it backfires: Leads to misunderstandings, errors, and unmet expectations, creating frustration and conflict.
    Better approach: Clearly define the scope of the delegated task, including the expected outcomes, timelines, and any constraints.

    When to Escalate

    Escalate to HR when:


  • • The micromanagement is creating a hostile work environment.

  • • The micromanagement is discriminatory or violates company policy.

  • • The employee's performance is significantly impacted by the micromanagement, despite efforts to address it.
  • Escalate to your manager when:


  • • You are unable to resolve the micromanagement issue through coaching and feedback.

  • • The micromanagement is impacting the team's overall performance.

  • • The micromanagement is creating a conflict between team members.
  • Measuring Success

    Week 1 Indicators


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

  • • [ ] The delegated low-risk task is completed successfully.

  • • [ ] You have successfully resisted the urge to micromanage the delegated task.
  • Month 1 Indicators


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

  • • [ ] The team's overall productivity has increased.

  • • [ ] You have successfully delegated additional tasks using Delegation Poker.
  • Quarter 1 Indicators


  • • [ ] Employee satisfaction and retention rates have improved.

  • • [ ] The team is consistently meeting or exceeding its goals.

  • • [ ] Micromanagement behaviors have significantly decreased.
  • Related Management Challenges


  • Lack of Trust: Micromanagement often stems from a lack of trust in employees' abilities.

  • Poor Communication: Ineffective communication can lead to misunderstandings and a need for excessive oversight.

  • Performance Management Issues: Micromanagement can be a symptom of underlying performance problems that need to be addressed.
  • Key Takeaways


  • Core Insight 1: Micromanagement is a destructive behavior that undermines trust, stifles creativity, and reduces productivity.

  • Core Insight 2: Delegation Poker provides a structured and transparent framework for empowering teams and fostering trust.

  • Core Insight 3: Addressing micromanagement requires a commitment to open communication, feedback, and ongoing support.

  • Next Step: Schedule a team meeting to introduce the concept of Delegation Poker and begin experimenting with it on a low-risk task.
  • Related Topics

    difficult employeeperformance managementemployee attitudecorrective actionmanaging performance

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