I walk my dog Dakota twice a day. In the morning we go out to the beach and if we are out there before 8 a.m. (when animal control starts to patrol the beach) I unclip her leash and off she goes. She runs. She spins. She smells. Sometimes she even comes when I call her. It is such a contrast to when we walk along our street in the evening and she is on the leash. I tug and pull. She resists.

This is the same reaction that employees have when they are being micromanaged at work.  A boss that tries to over direct her people will often meet resistance. Leaders that give their employees clear directions and let them loose will find that this empowers employees be to be self-directed in their work. Autonomy in the way we work is a primary motivator for many people. Daniel Pink explores this concept in his book Drive.

There are usually a number of ways to accomplish a task, allowing the employee to chose the way that best suits his or her working style is a step in the right direction. When an employee is new to a role or adding or changing responsibilities they may need more direction initially.  As they become more competent, then as a leader you can best serve them as a coach.  Offering feedback, removing obstacles and making sure they have the resources they need to do their job.

Want to be less of a micro-manager? Ask yourself these questions:

1. As a leader what could you do to let loose and allow your employees to be more autonomous in how they get their work done?
2. What are you afraid will happen if you do?
3. What action could you take immediately to mitigate your fears?
4. What can you do to be more of a coach and less of a micro-manager?

If you have a story about how you encourage employees to be more autonomous in their work, please share it with us in the comments section.