You’ve probably heard of a helicopter parent, but have you heard of a helicopter manager?
If you’re constantly checking in, correcting, or making decisions your team should handle on their own, it’s time to pause and reflect.
Here’s how to tell if you’re hovering a little too much—and what to do about it.
3 Signs You Might Be a Helicopter Manager
Let’s assume your employee is fully trained and has been in their role for a while. Yet you find yourself doing the following:
1. You still feel the need to check their work—even when it’s rarely wrong.
Some quality assurance is normal, but if you’re reviewing everything, it might be time to ease up. This is the equivalent of checking in on your adult child who’s handling things just fine (oops, I do that!).
2. They keep making mistakes despite being fully trained.
This could mean:
- You haven’t trained them well enough
- You hired the wrong person
- They rely on you to find and fix their mistakes
3. They depend on you to make decisions they should own.
If your team is fully-trained and capable, but still looks to you for every decision, it’s a sign you’re the go-to safety net, and it may be time to shift the dynamic.
Why Your Tone and Consistency Matter More Than You Think
Let’s talk about the tone you set with your team. What do your employees experience with you? Are your moods and responses consistent or unpredictable? Do you practice restraint, up to a point and then blow off your top?
Our brains are wired to crave predictability and consistency. When your team arrives at work do they wonder, “Is my boss going to love me or hate me today? Do they feel like I am doing a good job today or not?” This uncertainty can create anxiety!
If you say nothing, your employee will likely fill in the blanks, and it usually isn’t good.
How to Create Certainty and Stability for Your Team
A little consistency goes a long way toward creating certainty and predictability for your team. Here are five steps you can take today to support team confidence, accountability, and trust.
1. Stop Hovering
Build their confidence and empower your employees to own their roles. You are working toward them being independent in their role. Good training and clear expectations create a foundation for independence and success.
2. Set Predictable Check-Ins
Have regular check-ins with set agendas that invite input and discussion, not just status updates. Predictability builds trust.
3. Define Progress Markers
What actions are they taking to build success? These are the leading indicators that will impact lagging indicators. For example, for a salesperson:
- How many quality calls are they making?
- Is their closing ratio growing?
- Are they prepared and engaged?
These are leading indicators that drive long-term success.
4. Communicate Impact
Share how their work contributes to company wins. Highlight the connection between their effort and the bigger picture — this decreases anxiety and increases certainty and motivation.
5. Watch Your Energy and Tone
Check in with yourself. Ask: How am I showing up today? Your tone, mood, and body language speak volumes—even more than your words.
Want to dive deeper? Schedule a free 30-minute consultation to explore coaching and improve your management skills.
