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    t is such a time waster why do so many managers get hooked into micro-managing? Here are some reasons.

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    If I was a fly on the wall what would I hear your employees say? Would it something like this? “They won't allow me to make even the simplest decisions.” “The red tape here makes it very difficult for me to do my job.” “Management has to sign off on everything; they don't trust me."

    A big time waster for managers is micro-managing - paying extreme attention to small details and not giving people the authority to do their job. If it is such a time waster why do so many managers get hooked into micro-managing? Here are some reasons.

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    low me to make even the simplest decisions.” “The red tape here makes it very difficult for me to do my job.” “Management has to sign off on everything; they don't trust me."

    A big time waster for managers is micro-managing - paying extreme attention to small details and not giving people the authority to do their job. If it is such a time waster why do so many managers get hooked into micro-managing? Here are some reasons.

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    “Management has to sign off on everything; they don't trust me."

    A big time waster for managers is micro-managing - paying extreme attention to small details and not giving people the authority to do their job. If it is such a time waster why do so many managers get hooked into micro-managing? Here are some reasons.

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    managing - paying extreme attention to small details and not giving people the authority to do their job. If it is such a time waster why do so many managers get hooked into micro-managing? Here are some reasons.

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    t is such a time waster why do so many managers get hooked into micro-managing? Here are some reasons.

    Top down mirroring. The CEO or President micro-manages his or her direct staff. The staff then unconsciously adopts the same management style with their direct reports. The practice spreads, or ‘mirrors’ itself, and becomes part of the culture.

    Fear. In today's difficult economy, managers live in perpetual fear that their department better produce or else. This fear drives them to micro-manage, rather than trust th

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