I think many of you have come across micromanagers who tend to exercise excessive control trying to check your every single step and be aware of every tiny detail. Such behavior is not always guided by bad intentions, sometimes people just do not understand how their attitude may affect employees’ productivity and sincerely believe their “active” involvement will help tasks be done better. offshore centre .
However, everything has its limit, and bringing management to the extreme is not usually worth it.
Let’s talk about advantages and disadvantages of a micromanaging approach and see if it can be avoided.
- You ensure that everything is being conducted as it should be.
- Things are always done ‘your way‘, and if you have your own business, this can be a big deal.
- It’s effective in a situation when a small business owner hires first employees and needs to train them properly.
- Micromanagement might be necessary when working with people new to the industry.
- Those who are being micromanaged become resentful, less loyal, less productive and less willing to give potentially valuable feedback. what is cloud . Eventually people start to avoid talking to you or try to reduce conversations to a minimum.
- People micromanaged by you may think that you neither trust nor respect them.
- A manager is supposed to delegate responsibilities, and by micromanaging you fail to do it. If you micromanage people, you simply don’t let them do their job and do it for them instead.
- People stop thinking, analyzing and trying to understand what they are doing and why.
You may resort to micromanagement in environments where employees are easily replaced and little training/spending is necessary to do so. However, if low employee turnover is important and you are trying to establish ongoing employee/customer relationships, micromanagement may stand in the way of achieving these goals.
Some ideas on how to avoid micromanaging for those being micromanaged:
- Ask your manager to give you all the information you will need for accomplishing a task up front. This will start to increase his/her confidence in you and make it easier to delegate to you.
- Make sure that you regularly report on progress to your boss. Having all the necessary info, the manager won’t have to constantly interrogate you.
- You must learn how to anticipate the boss’s next question and give the answer first.
Regarding micromanagers themselves, the main advice is to talk and listen to employees more. In such a way you’ll learn to trust them and delegate to them which will positively affect your team’s engagement.
What do you think about micromanagement? Is it a boon or a bane? Share you thoughts!