The core components of any business are a stellar leader and team. Leaders have the ability to step into any situation and evoke change. In the workforce, they are competent, trustworthy and capable of inspiring those around them to reach their greatest heights. The most important factor is determining the correct technique with which to lead.

Imagine being given a task, then being continuously aided with every step until it was completed. This includes checking on your progress, monitoring your technique and voicing informational tidbits.

While this may sound helpful for an untrained individual, it's actually a form of micromanagement.

Office micromanagers never intend to overstep, they merely have an issue with letting go of control. Unfortunately, this can affect the success any business. According to the National Business Research Institute, one of the top reasons employees dislike their employer is micromanaging behavior.

A survey conducted by Trinity Solutions showed 69 percent of respondents said they considered changing jobs because of micromanagement, and 36 percent did find new jobs. Also, 71 percent said micromanaging affected their job performance, while 85 percent recalled their morale lowering.

The most overlooked business strategy is that satisfied workers equal satisfactory work. As a business leader, you must be able to guide a team and simultaneously be a part of the team. The correct leadership technique creates an open arena of possibilities for communication and achievement.

Ideal leaders understand their job is not only to produce results, but also maintain productivity. Use these seven tips to begin managing the office with more ease.

1. Trust your team. The members of your team are qualified for the exact positions they're serving. Whether through education or experience, they achieved the skills required and are capable of completing each task you hand them. Trust their abilities and give them an opportunity to succeed before you assume they need your help avoiding failure.

2. Trust yourself. As a leader, you're used to handling any and all aspects of a task. You can think ahead to what needs to be done and sometimes foresee a problem that an untrained eye could not. But in this instance, have that same faith in your judgment. These individuals were hired to be under your tutelage, so trust in your ability to mentor and teach. It can be difficult to step out of the driver's seat, but trust the process and give your team a chance.

3. Establish expectations. If you expect your employees to compete with your own record, they're destined to fail. Articulate your expectations, so they're known and acknowledged. Understand that employees will never be able to compete with unknown odds or blindly reach the finish line. Take the time to share all requirements for excelling with the company.

4. Gradually step back. If you're an individual who is used to having all hands on deck, the first step is to start being hands off in little ways. Delegate a few small tasks that are not too damaging. Use this time to get to know who your employees are outside of their work. Watch the way they handle themselves from afar and give them the opportunity to come to you, if need be. This establishes a trusting relationship.

5. Create a check-in system. A great way to keep track of employee progress and still allow freedom is to create a unique system for efficiency. Whether it's a regular team progress meeting or an online checklist for each week, this is an improvement in relaxing management.

6. Explore. Examine the ways to eliminate some underlying stress. For instance, the job of one person could be forcing you to micromanage because it really needs to be done by two. Look into ways to get things done more efficiently in the office, without your direct supervision.

7. Find a median. If you're guilty of micromanaging, you want to adjust but not too much. It is important that you remain hands on and effective, so do not give up all your power. Find a managing style that's somewhere in the middle of overbearing and hands off.

Ultimately, leaders are only as good as their technique. Imagine yourself in your employees' shoes and treat them with fitting respect. It can be difficult to entrust others, but remember that a strong company needs the force of a team.

Give employees the chance to prove themselves and, if necessary, step in with intent to help, not take over.