Many startup founders and small business owners suffer from the illusion that no one else can take care of things like they can. After all, we’ve been with the business from the start, have seen the ups and downs and know every facet of the business. As a result, we try to keep a hand in everything, jumping in frequently to save the day. In a word, we micromanage.

Anyone who has been micromanaged by a boss, parent or spouse understands just how annoying and detrimental this behavior is. In a 2011 Accountemps survey, 68% of employees said that working for a micromanager decreased their morale. Frankly, I’m surprised the number isn’t higher.

When a manager gets involved in every action and decision, employees never feel the satisfaction of accomplishing something on their own. Just as importantly, employees never get the opportunity to develop their skills. Rather, growth is stunted, limited to where it was on the day they were hired.

So, how do you break this micromanaging behavior?

1. Hire the right people

It’s much easier to give employees more responsibility and create a culture of accountability when you have responsible and accountable people on your team. When hiring, don’t just look for smart and hard-working candidates. Also try to screen for people who proactively look for information they need and want to solve problems on their own.

2. Be clear about expectations

It’s hard for employees to work independently when the expectations aren’t adequately communicated. If you want your team to take on a task, make sure you clearly state the ultimate goal, who is in charge of what and any deadlines.

If you’ve had a habit of stepping in to “save the day,” make sure employees now understand that they should come up with their own solutions to any hurdles or issues. Rieva Lesonsky, CEO and Founder of GrowBiz Media, advises that employees shouldn’t bring you a problem without also offering at least two possible solutions.

3. Take advantage of tech tools

Employees naturally feel stress whenever a boss hovers over their shoulder, asking questions like “Did you get back to that customer?” or “Is x, y and z on track?” This is true no matter how nicely or casually you try to ask the question. At the same time, managers do need to keep tabs on task status. That’s where large-scale project management systems or lightweight apps like iDoneThis come in. Employees can report on what they’re doing on a daily basis without feeling the heavy confrontation of the “boss.”

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