How encourage confidence/foster independence

[2ndSopranosRule]

Not in me, I lack neither at work opposite problem at times.

I supervise (not manage, which is key here, although that may change) someone who cannot to anything without running it by me for approval. This person does a particular task, and has done for longer than I've been in my position (well over five years) but has to seek my approval before it's finished. This is self-imposed: there is no need to do this. The person is more than capable and I've never had to even suggest improvements or make amendments.

I can't decide if this person feels there is too much responsibility involved (there isn't, and colleagues of the same grade do similar tasks independently), feels they aren't capable, can't be bothered to sign it off

Gah silly phone.

Or has a chronic lack of confidence.

The issue is that this is seriously holding up this process and if I'm not there (my day off, for example) this person will wait for me. It's completely unnecessary and driving me batty.

Our shared line manager is next to useless when it comes to managing.

I want to get a handle on this to help my colleague and myself frankly as sometimes there will be such a delay in seeking my approval I have to do the work myself.

Suggestions?

Have you spoken to him/her about it?

"I've noticed that you're asking me for approval for (x task) when you really don't need input from me - why is that?"

"I'm happy for you to do (x task) without my involvement or approval"

Perhaps that would open a conversation about what the issues are and give you an opportunity to reassure your colleague?

I've said in the past that they don't need to run it by me, but the response I got was that my predecessor liked to check everything (actually I think this predecessor instilled the fear of God completely unnecessarily) so I'm going to carry on checking.

Predecessor has been gone a long time, which is annoying. It's not that I don't care about the standard of work but even a minor error can be corrected: my typing is terrible so I'm more than aware of this myself!

I think this predecessor instilled the fear of God completely unnecessarily

This. But if someone has had to work in that atmosphere, the effects can be seriously long-lasting. I think you need to have a chat and make it clear that you believe they're capable, that you trust them, and above all, that your management/supervisory style is not to be a micromanaging arse, though you may wish to rephrase that bit... I think you also need to make it clear that it's affecting your work (though you'll need to be tactful, as it may well be interpreted as blame and being told they don't do their job well enough etc.)

Can you build it up in steps at all? e.g. have one week where there is one task they don't ask you about at all, unless they actually have a problem; then add another task the next week, and build it up. Hopefully this will build confidence, and you can add tasks more quickly as they realise they really can do things without supervision on every keystroke, till it's all properly handed over, and you're only asked when there are problems or to give a status update.

Many thenkw

For the love of God this sodding phone!

Many thanks, good advice. I do need to tackle this and I think the predecessor is the root of the problem.

As for being a micromanaging arse... Dh accuses me of this from time to time!