Usually micromanaging has been seen as detrimental to business management, and rightly so. It implies distrust and tight control which of course is negative in most terms.
According to Wikipedia: In business management, micromanagement is a management style where a manager closely observes or controls the work of his or her subordinates or employees. Micromanagement is generally used as a negative term.
So can micromanaging be beneficial? Before you nod your head in disapproval, I would strongly recommend that you read on before you totally eliminate micromanaging from your “good words” book!
This article explores some situations where micromanagement can lead to better results and improved productivity of those you manage.
According to Wikipedia: In business management, micromanagement is a management style where a manager closely observes or controls the work of his or her subordinates or employees. Micromanagement is generally used as a negative term.
So can micromanaging be beneficial? Before you nod your head in disapproval, I would strongly recommend that you read on before you totally eliminate micromanaging from your “good words” book!
This article explores some situations where micromanagement can lead to better results and improved productivity of those you manage.
When can Micromanaging be in a Positive Light?Not all employees are the same, some flourish with limited managing and enjoy working in a free environment, however there are some who need close monitoring and coaching until they feel confident to get things done efficiently and to the quality that the work demands. For these employees some level of micromanaging is beneficial.
Some examples:
A New Employee
Take for instance a new employee who is joining your team on his/her first job; there are fears, uncertainties and inexperience that stalls this person from doing his/her best at work; it is time to step and act as a coach and also micromanage as a manager. When doing so in an efficient way, it would be good to convey to this person that during a certain time period you would be going through all process and project tasks in deep details. Your expectations would be to regularly inform on the task progress and request feedback on the short-term goals set by you. Also not a bad idea to inform this person that he/she can expect you to pop in any time in the cubicle of office to see if all is going well. When the employees expects continued intervention and has been informed that it is to assist him/her do better at the job, micromanagement is not what would be this employee’s mind. In most cases he/she feels reassured that there is someone to double check his/her work and the first job jitters are not as strong as before.
Take for instance a new employee who is joining your team on his/her first job; there are fears, uncertainties and inexperience that stalls this person from doing his/her best at work; it is time to step and act as a coach and also micromanage as a manager. When doing so in an efficient way, it would be good to convey to this person that during a certain time period you would be going through all process and project tasks in deep details. Your expectations would be to regularly inform on the task progress and request feedback on the short-term goals set by you. Also not a bad idea to inform this person that he/she can expect you to pop in any time in the cubicle of office to see if all is going well. When the employees expects continued intervention and has been informed that it is to assist him/her do better at the job, micromanagement is not what would be this employee’s mind. In most cases he/she feels reassured that there is someone to double check his/her work and the first job jitters are not as strong as before.
Poor Performer
And in other cases you can do the same for an employee who is not performing well and has received poor performance reports. Perhaps this person needs some help and if it could come from you or some other co-worker then again some micromanagement is worth getting this employee back on track or even finding out that perhaps he can be best suited for another job.
As you see in certain cases, micromanagement helps. But remember when treading this tricky path, tact and a goal must be in mind all the time.
And in other cases you can do the same for an employee who is not performing well and has received poor performance reports. Perhaps this person needs some help and if it could come from you or some other co-worker then again some micromanagement is worth getting this employee back on track or even finding out that perhaps he can be best suited for another job.
As you see in certain cases, micromanagement helps. But remember when treading this tricky path, tact and a goal must be in mind all the time.
Are we not all Micromanagers? And it is Good!
Also remember that we have micromanaged our kids somewhere along the way .. and it is has been beneficial for them because we wanted to see what is in their backpack, to whom they are emailing and where they are on the internet. We block out some programs that are not appropriate for their age and ask them again and again where they are going with whom and where; and we double check if they were true to their words.. all this does fall in the micromanaging category and let me tell you – this is very good for them! So all in all, this term although most often seen in the negative light has some positives to it.
Have you ever been micromanaged or have you micromanaged someone? What were your feelings and how did you respond to the situation? Do comment!
