Good managers know how to delegate tasks to their employees. Great managers let their employees self-manage. Delegating tasks to your employees is supposed to help you prioritize your own projects and focus on the bigger picture. If you’re micro-managing your employees after giving them the tasks, then you’re really defeating the purpose of delegating.It’s important for your employees to know that you trust them enough to self-manage. With the guidance you’ve given them, they should have the skills to manage their own goals. It is up to your employees to set up an appropriate timeline to reach those goals and prioritize accordingly.

This doesn’t mean they can’t come to you for questions. Questions are always good but they should also feel that they are in charge of their own goals, no matter how small. If you’ve given them a task that requires multiple steps, let them figure out those steps.

An employee who has been given the room to self-manage will gain greater experience because they will feel that they have your trust, as well as greater responsibility, which will in turn make them own their work. Too often, managers micro-manage on instinct, and this can lead the employee to feel like they’re running in place.

Having a system in place where you can let your employees self-manage their own goals and share them with you without having to set up a meeting is ideal. With a social goals management system, you can see their goals as they set up, watch their progress, and comment if you have input on an easier way to accomplish a certain goal.

After all, you are the manager and you’re still there to guide them, even if they’re doing a great job self-managing.

Do you have tips on how to help your employees self-manage better?