Copywriteroffice

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                                    [4] => Cons: Employee Resentment. ... 
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                            [body] => Pros and Cons of Micromanagement Last Updated: January 9, 2020 | Read Time: 5 min People leave managers, not companies. Managers account for 70% of variance in employee engagement (Gallup). Great managers help employees reach their full potential; bad managers hold their employees back. One of the most common complaints employees have of managers (and there are a lot) is being micromanaged. Instead of trusting an employee to do a job, a micromanager tries to control every moment of their employee’s day by constantly offering “feedback” on how they can improve. And though it’s a common complaint, you won’t meet many managers admitting to being micromanagers. The reason is simple—what employees see as micromanagement, micromanagers see as diligence, excellence or even just being supportive. Someone needs to make sure things get done right, they might argue. For them, it’s not micromanagement—it’s just management. The Pros and Cons of Micromanagement. Pro: At Least They Care While working under a micromanager can be frustrating, consider the opposite scenario: a manager who offers no direction, support or feedback. A hands-off manager can be equally tough to deal with, if not worse. With a micromanager, at least you know that they will be there whenever you have a problem and that they do care about the work. Pro: The Freedom to Make Mistakes It feels great to be trusted with a big project and given the freedom to do your best work. In the best case scenario, we rise to the challenge. However, knowing that there’s nobody looking over your shoulder can lead to a conservative, error-avoidance approach. In some ways, a micromanager may give employees more freedom to experiment and be creative. Pro: Peace of Mind From a manager’s perspective, micromanaging provides a kind of security, reassurance that work is getting done. It’s this need for security that prompts people to micromanage in the first place. Cons: Wasted Time At its worst, micromanaging means two people doing one job. For a manager, their time could be spent leading rather than supervising. But it also wastes time for an employee—rather than focusing on their job, they’re forced to constantly explain and re-explain themselves and their work. This hurts productivity, eating into a company’s profit margins. Cons: Employee Resentment Being micromanaged doesn’t just waste time—it’s also stressful, irritating and an all-round killer for employee engagement. Without trust and a feeling of ownership over one’s work, it’s impossible for an employee to truly thrive and develop. While a little micromanagement may be normal or necessary during an employee’s onboarding process, if it carries on too long, it’s a one way ticket to frustration and dissatisfaction. Cons: Increased Staff Turnover Employee dissatisfaction caused by micromanagement will inevitably lead to higher staff turnover which—especially in this historically tight labor market—is a hassle (and expense) you really don’t need. Consider that it costs $4,291 to replace a $10 per hour retail employee, according to Paycor research, and way more for high-skilled positions. Micromanagement isn’t just an irritation—it hurts companies’ bottom lines. Cons: Unhealthy Anxiety At the end of the day, a micromanager is likely someone who finds it difficult to trust their employees. Their anxiety about relinquishing control hurts the success of their company—but it’s also just not healthy. To worry about every move an employee makes is not only stressful, it’s unsustainable. A far better approach is to invest in employees’ learning and development, to ensure they are qualified and suited for whatever tasks they are required to complete, no matter how challenging. How to Overcome Micromanagement. Nobody said management was easy. It comes naturally to only around 1 in 10 of us, according the Gallup research—everyone else has something to learn. Trusting employees can be hard for anybody, and part of overcoming micromanagement means being willing to accept occasional mistakes—without the freedom to fail, employees will never develop. Of course, the challenge is to allow this while also being wary of going too far in the other direction, leaving employees isolated and without support thanks to ‘under-management’. At the end of the day, a hands-on management style can be incredibly effective, but micromanagement is never healthy. If an employee needs to be micromanaged, they probably aren’t right for your company. If you have micromanagers at your company, you may want to challenge them to become leaders. Paycor can help: read our expert advice on transforming managers into leaders. Previous: The Ins and Outs of a Talent Management System Next: Optimize Your Hiring With Paycor’s Recruiting Metrics Spreadsheet Related Resources. Article Read Time: 5 min 5 Ways to Celebrate Black History Month at Work. In February we celebrate the achievements, history and culture of African Americans. Read Paycor’s article 5 Ways to Celebrate Black History Month at Work. Read Now Article Read Time: 5 min 15 Lesser-Known Black History Facts. Honoring Black History Month in the workplace helps build community and connection though education. Read Paycor’s article 15 Lesser-Known Black History Facts. Read Now Article Read Time: 1 min Help Your Employees Plan for their Futures (Downloadable Career Path Template). Help your employees plan for their futures! Download this template to create clear goals and action items to guide them to their next role. Read Now
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                            [title] => Micromanagement — The Pros and Cons That Every Manager Should Know
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                            [description] => Are the positive effects of micromanagement enough to outweigh the downsides, or is it the other way around?
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                            [serp_description] => Cons of Micromanagement · 1. It Can Result in Higher Employee Turnover · 2. It May Hamper Creativity and Motivation in the Workplace · 3.
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                                    [3] => 1. It Can Result in Higher Employee Turnover
                                    [4] => 2. It May Hamper Creativity and Motivation in the Workplace
                                    [5] => 3. Micromanaging Can Lead to Employee Burnout
                                    [6] => About Our Blog
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                            [body] => The Center for Sales Strategy Blog Micromanagement — The Pros and Cons That Every Manager Should Know. by Amanda Meade, on August 2, 2021 Tweet Every manager or business leader has their own style of managing their teams. While some managers believe in empowering their subordinates with autonomy, others like to keep the discretion to themselves. However, the smartest of managers are those who keep modifying their management styles with the latest workplace trends. Speaking of workplace trends, you already know that a lot about workplaces are changing at a swift pace. Now when remote working and hybrid offices are the new working dimensions, a lot is bound to get overhauled. Are the positive effects of micromanagement enough to outweigh the downsides, or is it the other way around? Every manager should mull over this when they consider the significance or the relevance of micromanagement. It's an undeniable fact that being a manager is no cakewalk. Your team is your responsibility, you need to supervise effectively, and you're accountable for your team in the end. This can often put managers in a dilemma. You may never be sure about how much autonomy you should give to your team. In the ultimate sense, when your team members underachieve, your productivity will be under scrutiny. This is where you may feel the compulsive tendency to micromanage. However, it's essential that you're well aware of the pros and cons of micromanagement. Before we move to that, let us try to understand the implication of this business management style. What is Micromanagement? . The term micromanagement is self-explanatory to a great extent. It's a management style wherein a manager attempts to supervise or monitor every little detail in a team or the workplace. You can also understand it as the exact opposite of granting liberty to team members and having faith in their abilities. A micromanager shows little confidence in their team members to allow them to work things their own way. Of course, in some instances, it proves to be imperative and drives greater efficiency. But is that always the case ? Let us dive deeper to understand the various upsides and downsides of being a micromanager. Pros of Micromanagement . 1. Inclusion of Experience at Expertise Levels . When you micromanage, you add to the efficiency of every team member by guiding them. Of course, because you're the manager, you hold more experience than your team. Hence, when you micromanage, you impart a sense of direction to your subordinates in a continuous way. You can keep an eye on their mistakes, foresee the failures, and work to potentially prevent them. In this way, micromanagement seems a bright style of business management.Also, your keen interest in every part of workflow management can promote better collaboration. It also ensures an incessant flow of information and significant details. In fact, this becomes far more important in remote working cultures. As per GoRemotely, in contemporary times, 83% of employees depend on technology for collaboration. To add, SalesForce concludes that lack of collaboration is a key cause of inefficiency in the workplace. More than 86% of employees and executives cite it as the major reason for failures in the workplace. You may be able to prevent the outcomes of the lack of collaboration by micromanaging. You're the pivot around which the team will align its interests and objectives. 2. You Are Able to Assert Better Support . Not all employees may feel confident enough to manage their tasks on their own. It's quite possible that not everyone in your team may be seeking flexibility and autonomy. What they may rather seek is support and constant feedback from their managers. Everyone has their own learning pace. Henceforth, to employees who want to learn continuously, you will come out as a supportive manager. They will appreciate that you are keeping track of everything, pointing out their mistakes, and helping them evolve. As cited by Lorman, 87% of millennials say that they look forward to learning in the workplace. Having said that, micromanagement may facilitate a conducive workplace environment. 3. You Can Ensure Better Sincerity in the Team . When you micromanage, your team knows you're watching — and this often brings out the best sense of discipline and sincerity in them. In the present era, when most organizations are undertaking remote work cultures, employees may take undue advantage. Because they have no one to supervise them while they work from home, they may leverage the freedom at their disposal. It's quite possible that they may become a little too casual with their sincerity and work efficiency. It's understandable that if employees begin to lose their diligence, it will impact the organization’s overall performance. In the ultimate sense, the accountability will be fixed on you. You need to ensure that your employees are sincere, accountable, and committed all the time. As per the 2021 State of Remote Work by Buffer, remote employees may have commitment issues. While 15% of employees are overwhelmed by distractions at home, 12% struggle for motivation. To address these issues, micromanagement can be the best possible approach. Cons of Micromanagement . 1. It Can Result in Higher Employee Turnover. No organization wants a high turnover rate given the high costs of rehiring. In fact, every company looks to devise and invest in various strategies for high employee retention. Similarly, companies lay a lot of emphasis on the need to foster high employee engagement. In most cases, micromanaging annoys employees, and they disengage or quit. To substantiate, a survey by Trinity Solutions concluded that 69% of workers consider a job switch because of micromanaging. Moving further, according to the above survey, 36%t of employees changed their jobs due to micromanagement. Moreover, micromanagement can drive lower employee engagement. One of the essential features of teams exhibiting high engagement is the autonomy they have. Hence, overwhelming micromanagement can lower retention and engagement levels. It's better to have a balanced and empathetic approach even while micromanaging. 2. It May Hamper Creativity and Motivation in the Workplace . As per LinkedIn Learning, creativity is the single most important skill. Creative employees add more value and diverse perspectives in the workplace. This is the reason why businesses are hiring for creativity. They need people who can think outside the box for strategies and problem-solving. But as per Gallup, 35% of employees feel that they do not get enough creative liberty. For the employees to bring out the best creative talent in them, they want their managers to back them. Rather than micromanaging, they want their managers to show greater trust in them so that they can do things their own way. They want a working environment that inspires them to bring out their creativity and appreciates outside-the-box thinking. But when you micromanage, you can kill your team’s creativity forever. Along similar lines, the lack of empowerment may hamper the motivation of employees. Needless to say, declining motivation will result in a downfall in the productivity of workers. Increased autonomy drives better role clarity, commitment, alignment, and adaptability. All these virtues add to an employee’s motivation to perform to the best of their abilities. However, not many employees feel they have considerable or any autonomy in their jobs. This holds them back from realizing and unleashing their true potential. As you can see, too much micromanaging can restrict individual and organizational productivity. 3. Micromanaging Can Lead to Employee Burnout . No manager wants their people to burnout. A stressed mind cannot perform to the best of its abilities. It's a well-known fact that employees who feel burnout have little to offer to an organization. When you micromanage and tend to interrupt an employee’s work at all levels, it can give them immense work-related stress. In fact, as per the American Institute of Stress, 40% of employees report terrible stress in their jobs. While people issues account for 26%of workplace stress, workload accounts for 44%. As a manager, you don't want to add to the stress of your workers. You rather want to support them, inspire them, and make them align their goals with those of the company. When employees are under stress, they also begin to juggle with their work-life balance. With each passing day, they begin to lose their spark and soon may become a liability for the team. What employees rather want from their managers is empathy. Empathy in the workplace is more desirable than ever before in the ongoing times of the COVID pandemic. Everyone is undergoing emotional traumas and insecurities in COVID-19 times. Having said that, giving them more emotional support is what managers need to do at present. Therefore, micromanaging is not much appreciated as a fundamental of business management. Find the Right Balance Between Supervision and Empowerment . To encapsulate, micromanagement comes with prominent pros and cons. While it has merits from a managerial perspective, it's not something that most employees appreciate. It's a well-established fact now that the future of work is remote. While micromanaging may have some crucial relevance in remote organizations, flexibility, and autonomy will be more desirable virtues. It's better that you find the right balance between supervision and empowerment. The more you empower your employees, the more confidence you exhibit in their independent working, the better outcomes they will produce. If you can inspire confidence in your team members, you would anyway not need to micromanage them. Topics: sales management sales leadership Tweet About Our Blog. Improve your sales performance. Sales managers can gain unique perpsectives on hiring and developing more effective sales teams. Salespeople can improve their approach to getting more appointments with target prospects, uncovering desired business results, and engaging clients in a collaborative process that leads to the sale.  Subscribe to Email Updates. Recent Posts. Posts by Topic. 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                                    [13] => Your Survival Kit To Stay Alive In An Unhealthy Work Environment
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                            [body] => Pros And Cons Of Micromanagement Think Marketing Follow on Twitter June 30, 20210 353 Less than a minute Share Facebook Twitter LinkedIn Messenger Messenger WhatsApp Share via Email There are many management types that a manager can follow; some of them can be really successful while others can drive employees to leave, and leaving here means that they’re actually leaving the manager not the company. There’s one type of management that has been very controversial, some say it is effective and successful and others always complain about it; this type is Micromanagement. Many employees complain about being micromanaged and dislike this type of management. While employees keep complaining, some managers don’t even realize they are using this type to manage their team. So, if you’re a manager and you’re micromanaging your employees, here are some pros and cons to this type of management.     Pros:. Space of Freedom. Micromanagement gives the employees a space of freedom when it comes to making mistakes. There will be internal mistakes that won’t reach the client, only the manager will see them. So, there will be a space for the employees to make mistakes and learn from them without being anxious the whole time. This will actually give them the time to learn properly.     Making Sure Results Are Accurate. This will give the manager a little bit of peace of mind that they will get the result they want. If there’s an important project that needs accurate results, micromanaging can help to get the results that the manager wants. Every step will be supervised so whenever the manager wants to edit or change something, it will be easily done. The whole process will go according to what the manager wants.     Avoiding Mistakes. When a manager interferes in every task’s details, mistakes will be avoided. As we mentioned earlier, there will be a space of freedom to make mistakes and learn from them. This will lead to every time the team starts to work on a project or a task, its members will avoid making mistakes. Also, the fact that the manager is interfering in every step will make him notice all the mistakes, therefore he or she will point them out and in the future, they will be avoided.     Cons:. Wasted Time. Micromanagement in fact wastes a lot of valuable time. Instead of using the time to actually focus on work and supervise the team, it will be wasted on focusing on other teams’ tasks. You should trust your team more and believe that they can come out with the best results without your guidance or supervision. Interfering in every little detail will waste your time and the team’s and this might even affect the deadline.     Wasted Energy. When you start to focus on every tiny detail, you will feel burnt out. Asking about every single detail and monitoring everything will waste your energy; at the end of the day, you won’t have the time nor the energy to do anything else. You will waste a lot of effort on interfering in your employees’ tasks when you can use this effort in something else that could benefit the business.     Irritated Employees. Employees actually hate micromanaging, because it negatively affects them in every way. As a manager when you get into every task’s details and in every detail of the process, you will irritate your employees for too many reasons. You will be wasting their time and they will lose focus every time you ask them about something. They will also feel that you don’t trust them and that they can’t use their experience nor skills when they’re working on a task.     Spreading Anxiety. You focus too much on the details because most probably you’re anxious, which will reflect the whole company. When you keep interfering and ask how everything is done, you will make your team anxious; they will feel stressed and bounded. They won’t feel free to work comfortably and take the time they need to bring you the best results. In fact, they will be worried and anxious because you keep interrupting them.     Limiting Creativity. When you control every task and the way your team works, you’re limiting their creativity. If everything went according your way, your team won’t be creative. You will find yourself rejecting many ideas since you will want things to go according to you to get the results you need. So, with time you will find that your team will struggle with coming up with creative ideas, and their performance won’t improve.     So, if you’re a manager who’s using this type of management, you need to consider how your employees react towards it. Think Marketing Follow on Twitter June 30, 20210 353 Less than a minute Share Facebook Twitter LinkedIn Messenger Messenger WhatsApp Share via Email Share Facebook Twitter LinkedIn Reddit Messenger Messenger WhatsApp Share via Email Print Think Marketing. Knowledge Hub Specialized in Publishing Insights and Analytics Developed for Digital Marketing, Public Relations and Communications Experts. Website Facebook Twitter LinkedIn Pinterest Instagram Read Next. Opinions1 week ago 10 Articles That Sum Up Major Events That Happened In 2021. Opinions2 weeks ago Stop Making Excuses for Toxic Workplaces. OpinionsNovember 18, 2021 Your Survival Kit To Stay Alive In An Unhealthy Work Environment. OpinionsNovember 14, 2021 The Invasion of Rap Music and How It Dominated The Advertising Field. OpinionsNovember 9, 2021 Types Of Employees You Should Hire In Your Company. OpinionsNovember 3, 2021 Burned Out Vs Losing Passion: Which One Are You Struggling With? News & TrendsNovember 2, 2021 Understanding the Metaverse: A World With More Opportunities Or A New Way To Control Human Lives? 1 week ago 10 Articles That Sum Up Major Events That Happened In 2021. 2 weeks ago Stop Making Excuses for Toxic Workplaces. November 18, 2021 Your Survival Kit To Stay Alive In An Unhealthy Work Environment. November 14, 2021 The Invasion of Rap Music and How It Dominated The Advertising Field. November 9, 2021 Types Of Employees You Should Hire In Your Company. November 3, 2021 Burned Out Vs Losing Passion: Which One Are You Struggling With? November 2, 2021 Understanding the Metaverse: A World With More Opportunities Or A New Way To Control Human Lives? Vodafone Egypt Named A Great Place To Work. How Vodafone Egypt Has Been Doing Extraordinary Efforts To Recycle Electronic Waste. Related Articles. 2017 PR trends according to Mai Abaza, CEO of…. December 29, 2016 Traditional PR and Digital PR become closer friends. January 26, 2017 Why Communications Capacity Building should be on your To-Do…. February 20, 2017 Wael Fakharany: Why Personal Branding Is Essential To Career…. March 15, 2017 Pepsi and Vodafone: When chemistry between two big brands…. March 25, 2017 Making an impact; digital media strategies for Ramadan. May 23, 2017 Facebook Twitter LinkedIn WhatsApp
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                            [body] => Advantages and Disadvantages of Micromanagement Posted on April 20, 2021April 20, 2021 by Natalie Yeung FacebookTwitterLinkedinRedditemailPrintMicromanagement is a management style characterized primarily by the exertion of excessive attention to minor details and control over employees or subordinates, as well as situations. Hence, a micromanager would wield unnecessary supervision to his or her team, as well as closely observe or monitor individual team members. Cons: Disadvantages of Micromanagement. A lot of materials and resources have been written against micromanagement. Some authors in the field of management and leadership have called it a costly approach in leading people. Some went as far as calling it a “disease” in an organization or an “adversary” in the workplace. The effects of this management style on employees have been studied and discussed widely. A Harvard Business Review article by Christina Bielazka-DuVernay explained that it can lead employees to think that their leaders do not trust their work or judgment, thus creating hostility and promoting a dysfunctional work environment. A literature review by S. K. Collins and K. S. Collins also enumerated some of the symptoms and negative effects of prevalent micromanagement in an organization. These include low employee morale, high employee turnover, reduction in poverty, customer dissatisfaction, and decreased growth potential of teams and departments. Below are the weaknesses, drawbacks, and limitations of this management style:. • One of the disadvantages of micromanagement is employee resentment. Too much control can result in these individuals resenting not only their managers but also the entire organization and their specific jobs. • It can also result in alienation. Close monitoring can make individuals feel psychologically estranged from their roles in the organization and their contributions or outputs due to micromanagers exerting too much control on what they do while becoming too critical of what they have accomplished. • Furthermore, because it shares some characteristics of transactional leadership and an authoritarian approach to management, micromanaging can miss out on the advantages of transformational leadership to include promotion of creativity and innovation through collaboration, fostering positive organizational change, and building and maintaining satisfaction at the workplace. • Note that dissatisfied employees can employee turnovers. Competitive individuals who value some degree of autonomy and respond well to transformational leadership would end up transferring to organizations that are aligned with their values and attitudes. • Another drawback of micromanagement is that it can lead to inefficiencies across the organization. Managers who adhere to this style are not maximizing the advantages of task delegation while also effectively restricting the capacity of their subordinates to become self-sufficient, thus hampering professional and collective growth. • The absence of some degree of self-sufficiency makes subordinates too dependent on the actions and decisions of top managers. Too much interferences and systematized bureaucracy can result in backlogs and delays. • Because micromanaging requires exerting excessive control and focusing too much on details, it can be taxing to managers. These managers could serve their teams and organizations better if they focus on macro-level issues to include organizational growth and expansion, innovation, and opportunity identification, among others. Pros: Advantages of Micromanagement. Undeniably, there is a negative connotation toward micromanagement. However, in specific scenarios that require more than an oversight, it can be useful to both the manager and his or her people, as well as practical and beneficial to the entire team or organization. A literature review by N. Mishra, M. Rajkumar, and R. Mishra that aims to understand the concept of micromanagement from the concept of employers and managers revealed that this management style can help prepare subordinates to handle bigger problems in the future. Furthermore, it is also the most suitable management approach when leading a team in new projects or uncharted business goals. Based on the same review, there are certain circumstances in which this style of management is essential, particularly when exhibited in the right manner and at right time. These include resolving smaller issues before they become big, if the entire organization is in a crisis or serious problem, and when there is something new within the team or organization. Another explorative paper published in the American Journal of Healthy-System Pharmacy noted that effectively micromanaging an organization and the people means differentiating between setting goals and dictating each detail of a process, as well as knowing when to get involved and when to get out of the way. Below are the strengths, benefits, and applications of this management style:. • Control is one of the advantages of micromanagement. There are instances in which exerting a higher level of control over people or situations can help resolve problems at the workplace or issues within the entire organization • An example would be underperforming but highly competent subordinates or demotivated teammates who started as performers. Micromanaging can help managers uncover and maximize the full potential of these individuals because it provides an opportunity for in-depth coaching and extra performance monitoring. • Smaller projects or startup organizations with a small number of people would also benefit from this management style. A micromanager can help lay down the groundwork needed for the project or organization to become self-sustaining. • Examples of these groundworks include designing the organizational structure by defining different processes, assembling teams and defining specific roles and responsibilities, and performance monitoring at different levels as part of designing the control mechanisms and specific processes needed by the organization. • Fact-finding is another application of micromanagement. Because this process would require a thorough evaluation of the operations and performance of teams or the entire organization, micromanaging different facets of the workplace can help in uncovering problems or issues hiding beneath the surface. • Micromanagers also have some advantages over macro-managers. Specifically, it is better to have these individuals lead a team or organization than have someone who delegates without knowing what it takes to get things done. FURTHER READINGS AND REFERENCES Bielazka-DuVernay, C. 2008. “Micromanage at Your Peril.” Harvard Business Review. Available online Collins, S. K. and Collins, K. S. 2002. “Micromanagement—A Costly Management Style.” Radiology Management. 24(6):32-5. PMID: 12510608 Delgado, O., Strauss, E. M., and Ortega, M. A. 2015. “Micromanagement: When to Avoid It and How to Use It Effectively.” American Journal of Health-System Pharmacy. 72(10): 772-776. DOI: 2146/ajhp140125 Mishra, N., Rajkumar, M., and Mishra, R. 2019. “Micromanagement: An Employers’ Perspective.” International Journal of Scientific & Technology Research. 8(1). ISSN: 227708616. Available via PDF White, R. D. 2010. “The Micromanagement Disease: Symptoms, Diagnosis, and Cure.” Public Personnel Management. 39(1): 71-76. DOI: 1177/009102601003900105
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                            [title] => The Advantages & Disadvantages of Micromanaging Employees | Bizfluent
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                            [description] => Micromanagement is a style of running a company that involves direct supervision, even of routine employee tasks. For the most part, micromanagement is not an effective leadership style because it does not give employees room to grow and places unnecessary burdens on managers, who must watch every move their employees ..
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                            [body] => The Advantages & Disadvantages of Micromanaging Employees By: Devra Gartenstein Updated September 26, 2017 .shock/iStock/Getty Images By: Devra Gartenstein Updated September 26, 2017 Share It Share Tweet Post Email Print Related The Disadvantages of Managers Delegating to Employees. Learn More → Micromanagement is a style of running a company that involves direct supervision, even of routine employee tasks. For the most part, micromanagement is not an effective leadership style because it does not give employees room to grow and places unnecessary burdens on managers, who must watch every move their employees make. Micromanagement is most consistent with some employers' comfort levels, however, especially owners who do not trust their employees. Direct Control and Performance Management. If you keep a close eye on your employees and how they work, they are more likely to perform tasks precisely the way you want. Micromanaging is a profoundly hands-on leadership style that gives you direct control over tasks that employees might do on their own. This can be the most effective management style when working with employees who consistently underperform or who need additional help: by watching and directing them throughout the day, you are more likely to achieve the results you desire. Influencing Business Critical Tasks. There may be times when it makes sense for you to be closely involved with tasks and processes. For example, if your employee is working on a presentation or proposal that could win an important contract, or lose a vital customer, you may want to micromanage them to ensure that things go according to plan. You may have a history with a client or experience that your employee doesn't have -- it makes sense, therefore, that you use this knowledge to maximize your chances of success. There are times when you cannot afford to allow inexperienced employees to make mistakes on their own. Time Costs of Micromanagement. Micromanaging can be time-consuming for a manager. If a manager feels that he must watch every move that his employees make, then he is using time that could be put to more productive use, such as developing systems and facilitating processes. It would often take a manager less time to perform a task himself than to hover while his employees perform it. Successful management uses a manager's time effectively by developing an overview and orchestrating worker tasks. Micromanaging weighs down a manager with details that his employees are usually perfectly capable of addressing. Reduced Job Satisfaction. Micromanaging is stressful for both employers and employees. Employees who feel that their managers are micromanaging experience less job satisfaction because they do not feel empowered and trusted. Employers who micromanage often feel frustrated when employees do not perform tasks precisely to the manager's specifications, even though the results may be perfectly satisfactory. The stress that both employers and employees experience because of micromanagement can evolve into a self-perpetuating cycle, with employees performing poorly because they are on edge and managers becoming increasingly frustrated with their employees' poor performance. Stifling Creativity and Efficiency. Employers who micromanage tend to have very specific ideas about how employees should perform a task. Employees who perform a task day after day often develop ways of working that are efficient and create superior outcomes in ways that their employers do not understand because they are not as intimately involved in the process. Developing these types of innovations can make a repetitive job more satisfying for an employee. An employer who micromanages denies her employee the added sense of accomplishment of finding better ways to work and the improved efficiencies that come with these discoveries. References MindTools.com: Avoiding Micromanagement Writer Bio Devra Gartenstein founded her first food business in 1987. In 2013 she transformed her most recent venture, a farmers market concession and catering company, into a worker-owned cooperative. She does one-on-one mentoring and consulting focused on entrepreneurship and practical business skills.
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                            [body] => Micromanagement: What are the pros and cons? By Lydia Atieno Published : September 22, 2021 | Updated : September 22, 2021 Twitter Facebook Email Whatsapp linkedin More Share this article Twitter Facebook Email Whatsapp linkedin Micromanagement can lead to lack of freedom in the workplace. / Net photo. Twitter Facebook Email Whatsapp linkedin When managing their teams, micromanagers will generally go over every detail; investigating a situation until they discover the root of a problem. Then, they take whatever steps necessary to resolve the problem.  From a business point of view, micromanagement is defined as a management style whereby a manager closely observes and or controls or reminds the work of their juniors or employees.  Good micromanagers can be an asset to any department. However, this form of management comes with drawbacks. Regardless of how good the manager’s intentions are, micromanagement can lead to lack of freedom in the workplace, impact employees’ working spirit and their performance in general.  Jane Nakaayi, an educator says when it comes to micromanagement; there are high possibilities of productivity being affected in the long run.  On this point, she stresses that this is so because of lack of trust shown by the manager towards their team. Employees are bound to feel as though they are not trusted to perform their duties fully without being closely monitored. She goes on to note that although micromanagers intend to improve the performance of everyone in general at work, at times this approach can impact their team’s ability to develop, especially when it comes to the employees’ leadership behaviours or skills. Simon Mwangi, an entrepreneur in microfinance says micromanagement can discourage teamwork, because this will mean that employees would likely be working directly with their managers as there is an urge to satisfy their (managers’) demanding needs. At this point, most of the employees will not feel like discussing their work with other colleagues. “This can have a devastating impact not only on employee satisfaction but also on creativity and collaboration, both of which can potentially lead to better performance and higher profits,” he says. Positive side of micromanagement According to Indeed Career Guide website, a micromanager indicates signs such as discouraging independent decision making among the team, always asking for frequent updates as well as expect overly-detailed reports on a regular basis. Other signs include one looking at every detail rather than focusing on the bigger perspective. Some are even rarely satisfied with deliverables as well as suggesting unrealistic deadlines among other signs. Experts however point out that irrespective of all of these negative effects, micromanagement comes with advantages. The website highlights that being highly involved and highly-engaged is one of the positive impacts that come along with micromanagement. By having a very hands-on leadership style, your employees are more likely to perform the tasks as you want them done. This can even be a necessary leadership approach with employees who prefer direction in their work. Micromanagers know their people and the work they do and often have exceptional communication skills to provide guidance and ensure outstanding results. Staying closely involved with tasks and processes allows managers to ensure things go according to plan, especially with business-critical tasks and key clients. They can also take care of details and prevent possible negative outcomes. Studies also indicate that micromanagers generally behave the way they do to control the outcome, not their team. They want to ensure everything is taken care of and at the same time, teach, mentor, and enhance the skills of their teams. Their skill is also important because managers know whom they should delegate; meaning that they usually know their team members better than anyone and when they recognise that work must be delegated, they know exactly who they should delegate to have the work completed. 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                            [description] => You’ve heard it a million times: managers who are too involved in the work of their team members are described as micromanagers. Chock-full of negative connotation, this description usually describes a manager who needs to learn to trust employees, to let go of the reins and allow them to do their work. But it’s not all bad. As with all types of leadership, there are both pros
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                            [body] => Skills Portal Advertisement Advertisement Pros and cons of micromanagement Monday, July 22, 2019 - 8:53amYou’ve heard it a million times: managers who are too involved in the work of their team members are described as micromanagers. Chock-full of negative connotation, this description usually describes a manager who needs to learn to trust employees, to let go of the reins and allow them to do their work. But it’s not all bad. As with all types of leadership, there are both pros and cons of this particular management style. These are some of the pros and cons of this style. Pros. A manager who keeps a close eye on employees usually does this with the best of intentions. They want to ensure work is done correctly and won’t result in their company needing legal assistance following missed deadlines and breaches in contract. New staff members especially need to be micromanaged. These new staff members are likely inexperienced or don’t know the unique systems of the workplace. But it is the manager’s responsibility to get them up to speed quickly. Eventually they have to be let go and allowed to work on their own. Micromanaging is a question of timing. A manager needs to know when it is appropriate to delegate and whether employees are up to the task of handling the responsibility. Cons. It is generally agreed that these managers get too involved in the work of their team. They closely oversee work, offer feedback and criticise continuously throughout the task. Micromanagers watch for errors or inadequacy while feeling they would complete the work more effectively than others. They struggle to delegate and don't know when to let go. This can be annoying for workers and can cause them to become demotivated. With their confidence lowered, workers will stop giving their best as they feel their work will never be up to standard. This can be problematic for efficiency in production. Even more worrying, micromanagers are not performing their roles as managers effectively as they are too involved in work which shouldn’t require their contribution. A manager should be involved in planning strategies for the company, coaching employees and contributing to the growth of the business. Watching others’ every move distracts from these more important tasks. If left unchecked, micromanagement can lead to low levels of production and high resignation numbers. The key is knowing when and how it is appropriate to micromanage. Details. Article CategoriesSkillsPortal Categories: . TrainingTraining CategoriesManagement Advertisement Advertisement Advertisement Recent FAQs. If I Resign, Should I Still Get Paid? What Are The Statutory Notice Periods? If I Resign With Immediate Effect, Should My Employer Still Pay My Leave Days? Can I Take My Leave During My Notice Period? What Happens If You Fall Sick During Your Annual Leave? View all FAQs Advertisement Latest News. Motshekga: Spectators Allowed Back At School Sporting Events Government Drops Curfew As Covid Wave Peaks Union Opposes MTN’s Mandatory Covid-19 Vaccination Policy Can Employers Refuse Holiday Leave If You Used Your Sick Days? Ramaphosa In Good Spirits And Calls On South Africans To Get Vaccinated Featured - Training Providers. Swift Skills Academy Pty Ltd. Copyright: Portal Publishing cc | Privacy Policy | Terms of Use Skills Portal | Careers Portal | Jobs Portal | Bursaries Portal | Skills Universe COVID-19 Corona Virus South African Resource Portal randomness
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                            [title] => Don’t Micromanage: How It Destroys Your Team and How to Avoid It | Process Street | Checklist, Workflow and SOP Software
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                            [description] => It's tempting to micromanage, but this post will show you why doing so will cause major problems. You'll also be shown a much better alternative!
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                            [body] => Don’t Micromanage: How It Destroys Your Team and How to Avoid It Ben Mulholland October 29, 2021 Business Operations, Management, Project Management It’s hard watching someone make mistakes, especially if you already know how to avoid them. Staying silent while they slip up (or even do things in ways you would not) is harder. That doesn’t mean you have an excuse to micromanage them. Micromanagement is the ultimate controlling management style. It’s demoralizing and counter-intuitive, as the desire for control to make sure everything goes to plan only creates more problems in the long-term. That’s why in this Process Street article, we’ll be looking at: What is micromanagement? The pros and cons of micromanagement How to spot a micromanager How to offset micromanagement with OKRs Using process management to remove the need for micromanagement Let’s get started. What is micromanagement? (Source by Carbon Tippy Toes, used under license CC BY-SA 2.0) Micromanagement is exactly what it sounds like; someone trying to personally control and monitor everything in a team, situation, or place. While this is sometimes useful (in small-scale projects), this usually results in the manager losing track of the larger picture and annoying the team by being overly-controlling. Let’s say that you’re told to complete a task. Usually, this would mean that your manager assigns you the job, asks if you need anything and states when it is needed, and then pretty much leaves you to complete the operation. They should be available to talk to without interfering with the work directly and slowing the operation down. If they instead micromanage, they would either watch your every move or demand progress reports more often than is necessary. They would likely chastise you for the slightest mistake or for carrying out a task differently to how they would have done it. If there are seemingly countless revisions requested, endless status reports being demanded more often than necessary, and an apparent lack of trust in other members of the team to get on with their work and do their job, then you may be in the presence of a micromanager… To micromanage, not not to micromanage? (Pros and cons). That said, sometimes what we call “micromanagement” is the result of a genuine effort to oversee a team’s successful function; in other words, the manager’s heart might be in the right place, but the execution of their managerial style may benefit from some improvements. Sometimes it’s useful (or even necessary) to closely track and monitor work; for example, when onboarding new employees, or when carrying out experimental or sensitive work. Problems can arise if this approach is not properly kept in check; it’s impossible to scale micromanagement and that’s when growing teams may run into problems, because managers can no longer effectively keep up with all of the elements they are trying to micromanage. Pros of micromanagement. (Source by Klean Denmark, used under license CC BY-SA 2.0) Some say that micromanagement is never a good thing. While it may be true that the term has garnered a negative connotation, sometimes, projects or teams will benefit from a high-touch management style. Whether or not this is really “micromanagement” is up for debate, but a high-touch approach can be useful for: Operations where greater control or expert guidance is required Training & onboarding new employees Complex processes where instructions need to be clearly communicated, and there is an expectation of a steep learning curve Another way of thinking about it: To micromanage is to attempt to retain as much control over an operation as possible. The micromanagement style, or more specifically, keeping close tabs on what work is being done, how it is being done, and the quality of the output, can certainly be used effectively, as long as scalability is considered alongside the impact that such a management style will have on employee wellbeing & psychological safety, as well as the broader workplace culture. Maybe the manager has everyone reporting back to them with frequent status reports, letting them check that everything is being done to their standards. Again, this can be useful for guiding smaller teams and new employees, where there will be a clear knowledge gap. And it’s definitely true that extra instruction and guidance can help to improve the onboarding experience. In general, you could make the argument that a micromanagement approach could be used for onboarding within smaller teams to benefit from more high-quality 1:1 guidance from their managers, without putting too much strain on the manager. Just be sure to consider scalability, because in the long run, however you look at it, micromanagement does not lend itself to scalability. Cons of micromanagement. Now we get to the negatives – the main reasons we often think of “micromanage” as a dirty word. Put bluntly, micromanagement: Annoys employees Is vulnerable to human error on both sides Isn’t scalable at all Makes managers lose sight of the big picture Damages employee trust Leads to burnout in managers and teams alike Can cause employees to become dependent on micromanagement Increases employee turnover rate You can probably recall an instance of micromanagement that you’ve experienced in your life. Try and remember how it made you feel. Were you on the receiving end, or were you doing the micromanagement? The points above are clearly focused around the experience of the team or employee being micromanaged, which, alongside scalability considerations, is arguably the area where micromanagement can do the most damage. When you micromanage you’re telling the employee that you don’t trust them enough to work on their own and still produce good results. Sometimes that’s justified, e.g. in the case of an untrained employee, or for more sensitive workflows. But there are better ways to teach employees the skills they need to do their job; micromanagement is what leads to employees getting frustrated with management, increasing workplace anxiety and damaging the trust they have in leadership. Unchecked micromanagement can also discourage any kind of independent work and decision-making in the team. After all, you are unlikely to build confidence in your actions or choices if everything you did is scrutinized and “corrected”. In other words, micromanaging employees doesn’t just breed resentment. It makes them dependent on further micromanagement to do their jobs. And of course, micromanagement isn’t in any way scalable. Think about it – someone is having to spend every moment of their day reviewing the fine details of what their team is doing. Scaling up means that said team would either grow or take on new duties. Either would mean a huge increase in the information available. At some point the micromanager themselves can’t keep up with everything, leading to either mistakes due to oversight or burnout. Spot the micromanager: Common traits to look out for. (Source by Infusionsoft, used under license CC BY-SA 2.0) Despite covering the pros and cons of micromanagement, it’s not always easy to see when the practice is being used. This is especially true if you’re the one micromanaging (or being micromanaged). You can’t weed a garden with your eyes closed. You need to be able to see and identify the problem or risk doing more harm than good. To this end, most micromanagers share a few (although not always all) of the following traits: They don’t delegate Any delegated work is taken over again if a mistake is spotted They hate decisions being made without them Focus is on the little details rather than the big picture Most (or all) of their time is spent overseeing others They ignore the opinion and/or experience of others Frequent updates are requested by them (even if the project isn’t relevant to them) They often find deliverables unsatisfactory Managing positions are, understandably, the first port of call for scrutiny. This is doubly so in a team that’s recently grown. Remember, if the team is small enough to micromanage then these traits aren’t necessarily a bad thing. The problem comes when the team expands and their managing techniques don’t adapt to the new scale of operations. Delegation is a great signifier too, as most micromanagers will either not delegate tasks that they shouldn’t be doing any more or take back delegated duties if they aren’t satisfied with the results. This approach is tempting and can be seen in many startup founders as their company grows. They start out doing the things they’re good at (such as coding) but when the company grows they have to bite the bullet and delegate that work, even if they loved doing it. Offset micromanagement with OKRs. (Source by Corey Seeman, used under license CC BY-NC-SA 2.0) Objectives and Key Results (OKRs) is a management technique which provides all of the useful elements of micromanagement without the need for total control. OKRs are generally set every quarter, allowing the team to refocus on key objectives and how to reach them. This is done by: Setting a couple (not usually more than 5) objectives relevant to the audience, be it a team or an individual Making sure that objectives are actionable, quantifiable, have a deadline, and are a little ambitious Define up to 4 measurable results for each objective Results should be difficult but achievable, measurable, and lead to objective progress On setting OKRs that will work, Process Street’s own Jay Hanlon, Chief of Staff and VP of People & Operations told me: “In selecting OKRs, you want to focus on big, impactful objectives — the things you believe you can do in a given period of time that will really matter. For key results, the most important thing is that they’re what are sometimes called ‘SMART’ goals, meaning they’re Specific, Measurable, Actionable, Relevant, and Time-bound.” — Jay Hanlon You could use a dedicated people & performance management software like 15Five to keep track of your OKRs. You could also Process Street Pages to track all of the OKR-related info and data, on top of tracking the progress of each OKR. (Source from Weekdone) Once all of these have been set regular meetings can be held (say, once or twice a week) for everyone to present their progress and give feedback on their OKRs. Note that I said feedback. This isn’t a one-way street in the same way micromanagement is. It’s also not a technique about setting high goals and expecting them to be completed. Objectives are ideally a stretch, but that’s to get the most out of your team’s efforts – they’re not supposed to be entirely completed. To that end, if an objective is 75-80% complete, it can usually be considered as being achieved. If anything reaches 100%, try setting the bar higher next time. “The biggest challenge is often making them measurable. It’s great when the goal is a number, like ‘Hit 1MM in ARR.’ Or a simple fact, like ‘Roll out our new OKR system to the whole company.’ But some goals may be harder to measure, with more qualitative requirements, like when you need to design a plan to improve employee morale, say. But even those can have defined ways you’ll determine success, like, ‘Write and circulate a plan to improve employee morale that gets full buy-in from the leadership team.’” — Jay Hanlon Avoid the need for micromanagement with process management. So we’ve established that micromanagement can be good in theory, but in practice it often results in employees feeling like there is no trust or that they are being overly scrutinized and under-appreciated. Solution? Use a modern process management solution like Process Street. Workflows allow you to keep track of exactly what work is being done, and who is doing the work. Pages empower you to build and share internal company knowledge to streamline onboarding so that micromanaging doesn’t need to happen. For example, you need only point the new employee to the Pages containing the relevant onboarding information, and have the HR manager assign them to the new employee onboarding Workflow Run, and you keep all of the benefits of micromanagement with none of the downsides. And you can still incorporate frequent stand-up or one-to-one meetings so that the manager has is fully involved in the process, but in a leaner, more efficient capacity that allows employees to do their work to the best of their ability. Micromanagement is tempting because of the feeling of control it provides. Whoever’s in charge needs to focus on high-level strategy, but they don’t want to give up the ability to check in on individual team members and project progress. Recording a method to complete common tasks gives everyone specific instructions to follow. This eliminates any confusion surrounding their tasks while reassuring managers that things are being completed to their standards. Worried about how long it will take or how hard it will be to write and formalize your processes? Don’t worry. That’s why Process Street exists. Getting started with process management. Process Street lets you quickly build out a process with our Workflows feature. You can include as much or as little detail as you like with supporting images, videos, form fields (to capture extra information), and much more. Once finished, your Workflows can be run as individual Workflow Run, which will guide you along your tasks as you complete them and record your progress as you go. We describe a Workflow as a set of instructions, or as the master blueprint of a process, which outlines exactly how a specific process should be completed. A Workflow Run, on the other hand, is an individual instance of that Workflow. Think of it as a parent/child relationship. Managers then have access to previously completed (as well as currently in-progress) workflows via our Reports feature, seen below: I haven’t even gotten into the advantages of business process automation (e.g. the power to automate recurring manual tasks & hook up your workflows to your favourite business software) or our premade workflow template library (ready-made processes which you can import, use, and edit for free), but I think you get the picture. Another great alternative to micromanagement is documenting your workflows. Combined with OKRs (or even largely on its own), this technique can completely eliminate the need and desire to micromanage a team due to the benefits it brings. Don’t let your team fall victim to someone who likes to micromanage. Use the best business process management on the market by grabbing a free account with Process Street today. Micromanagement isn’t worth the hassle it creates. Even in situations where the pros of micromanagement are allowed to shine through, it ultimately isn’t worth the long-term issues and bad habits such a system creates. Despite having a team small enough to effectively micromanage, you still run the risk of alienating employees, diminishing their trust in you, making them dependent on micromanagement and causing team members to burn out. That’s why documenting your processes is so much more effective. Even if you’re small-scale, documenting processes gives you all of the benefits of micromanagement with practically none of the negatives. Instructions are given to guide employees but they retain enough autonomy to feel independent. What are you waiting for? Try it out for free at Process Street. Do you have any micromanagement horror stories? Let me know in the comments below. Tell the world!TwitterFacebookLinkedInRedditEmail Get our posts & product updates earlier by simply subscribing. Thanks for subscribing to the Process Street Blog! Failed to subscribe. Please, try again later. Ben Mulholland . Ben Mulholland is an Editor at Process Street, and winds down with a casual article or two on Mulholland Writing. Find him on Twitter here. 7 Comments. If you have to Micromanage, you have the wrong staff in place with the wrong skill sets. When you hire PM’s you better make sure that these people can handle, are familiar, have experience with your vertical and the challenges that come with it. I as a business owner do not run a not for profit company. The projects we handle as with any business unless your building sandcastles, require employees that dont need to be watched. From A-Z in the project they only need to provide status reports. Not need to be under the watch of a day care provider. If you want to train them then run them through an intern program, AGAIN you will be micromanaging them, until they are competent to perform at an independent status. Bottom line Hire the right people and micromanaging won’t exist. if so barely. Reply First of all MM should never ever be used. PM’s often NEVER know how to manage any project correctly. Management is useless in general and unnecessary always. Managers are the look at me brown nosers that were hired on that particular embarrassing trait and will in turn only hire the next person that shoves their nose up the next @ss… it a vicious cycle. If normal ppl were allowed to be managers the dynamic would be changed for the absolute best, but good luck. Reply The lead person at work will tell at employees especially new hires .and he really doesn’t like me at all .at work I have a set of machines to run them they added 3 more machines. One person runs them on 1 st shift and someone was running them on 3rd shift and I was running those machines and my machines until I said something about it. I told him if it’s a job on 1st and a job on 3rd then it’s a job on 2nd.this man can be a real jerk.i told him it wasn’t right that I run those and my machines . Then when the person was trained for 2nd shift the l.b was had him walking around helping other machine operators so here we go again. So when he put the other Operator over we were helping one another.i ask could we not give each other a break and of course he said no that I could go on that job but sure didn’t have a problem me running those machines and mine .I’m really considering suing. Thanks cant take much more. Reply This was great learning. The pros and cons of micromanagement are so well explained. In our career, we have seen multiple people who used to believe in micromanagement. They used to believe that they are making people more productive with the restricted instructions. Thank you for the great post. Reply I had to deal with this every day and not only did I have to create a checklist for my 10+ clients that had atleast 3 entitieseach, I also had to fill out a excel template that showed how many invoices I did in a week. I had to deal with 5 different supervisors at one time and they all wanted things done their way. If that’s not micromanaging, I dont know what is. Reply You should try working for Royal Mail. I’m surprised that they haven’t got someone monitoring how many toilet breaks you take. Or perhaps they have. God knows! It’s perfectly reasonable for managers to MANAGE. That’s their fundamental role. I don’t begrudge them that in the slightest. However, micromanaging employees takes it up another level. How would managers like it if every single thought or action of theirs was fully scrutinized by us employees? What if we could place camera’s in their offices and independently employ someone (outside of the company) to fully scrutinize the video evidence at the end of the day – just to see how exactly they’ve been spending their time? When the shoe is on the other foot – and the transgressor becomes the transgressed – it’s very surprising how quickly people change their attitudes. Management is necessary. Micromanagement is not necessary – unless you’re a control freak of the first order. Reply In my experience PM should be limited on a their involvment cause they are prone not managing the bigger project but micromanaging, and the worst thing is that here we all talk about them and there is not a single article how to deal with PM who MM. What is the solution? I am never fro fiering people cause that is not a solution but PM role is so protected that is never questioned. For example in every 4 months I am reviewed by my PM but I can’t review her, and I think that feedback would be usefull in the end for dealing the situation my team is. I know my PM didn’t work as a PM before but ai still can’t bolieve they don’t see (the upper managment) what is going on. Sure (I am a designer) all the design team leads know it but PMs are upper in the chain. And in the end what do we have on a project that is slowing us down: – I am 2 years on a project (and at the moment am onboarding my replacement), but the bigger problem is that my PM came 2 months before me and 7 designers requested to be moved from the project (I would be the 8 one) and on a project scale we had a lot of waste in investing in people on a project that would leave other projects – two other PMs left the team cause they where conflicted with her methods – we waste our time on sync cause she wants to be involved in something she doesn’t understand – having syncs everyday is contraproductive especialy combined with VS is not the focus and it takes time – lack of Knowledge (using design terminology but when asked doesn’t know what it is) – not respecting other roles, experience or skills – giving feedback but not realy looking or reading what you wrote – not respecting the proces of the design cycle – switching workflow just to impress clients and not to focus on the quality output – imapcting on the team moral – impacting on the project quality and timeline – pressing me to rearange the wireframe flow just cause it would look better to her and not following the logic of it – pressing other teammates to MM people who fight to be MM – checking your social media activity so by the end of the meeting can say why where you awake at 2 am So what is the cost and value of one person vs 8 that we lost 1 junior PM < 3 team leads, 2 seniors, 2 mid and 1 junior designer Reply Leave a comment . 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                            [body] => Motorcycle Industry Jobs MIJ: Connecting The Powersports Industry. Menu Written by Alex Baylon October 16, 2017 0 Comments The Pros & Cons of Micromanaging. Ummm Yeah, If You Could Just Go Ahead And Make Sure You Do This From Now On, That Would Be Great! Micromanaging, we all know the term! The word itself has a bad connotation and all employees usually cringe when hearing it. Remember the poster child for micromanagers Bill Lumbergh, (“Ummm  yeah, that would be great”) from the movie Office Space? Don’t be THAT guy, obsessing about stapling the cover on TPS reports. However, knowing how and when to be an effective micromanager really can be beneficial. Here is the definition of a micromanager: “A micromanager is a boss or manager who gives excessive supervision to employees. A micromanager, rather than telling an employee what task needs to be accomplished and by when, will watch the employee’s actions closely and provide rapid criticism if the manager thinks it’s necessary.” Start with the caveat that there is a big difference between a “leader” and a “boss” and understand that there is a time and place for management. When TO Micromanage There’s actually a time to do this! In most workplaces, managers are responsible for training new recruits. This is the ideal time to micromanage. The new employee might lack motorcycle industry experience and it is the manager’s job to get them familiar with their new position and the dealership’s processes. You start by guiding them through the process of the job. You motivate and teach them your dealership’s operations on a “micro” level. Part of being an effective manager is to listen… Sometimes they can have experiences from other jobs and may even be able to improve “your” way of doing things. Even if you have been doing something the same way for 20 years, it doesn’t always make it the best way. Be open to new ideas if your new-hire has them. Some employees get it right away and if you hired them, you must have seen something in them in the first place, right? Eventually you will have to let go and stop managing things at the micro level. Let them do the job on their own, even if it means they will occasionally make mistakes. We all make mistakes, but sooner or later, they will be able to do it on their own. When NOT To Micromanage A problem can arise when the employee has spent a considerable amount of time in their position, yet the supervisor is still closely monitoring their every action. In this case, the problem lies with either the employee or the manager. At this point, it is time to dig in and find out whether the employee is just incompetent or the manager is unwilling to let go. If you (as the manager) have tried to empower the staff member to do the job independently and they failed, then you might want to relieve them of that position. At that time, you can refer to the February 2016 issue of MPN when we covered interviewing techniques. On the other hand, if they are fully capable of operating on their own, it is time for you to give them independence in their work. Are You A Micromanager? Most managers don’t know that they are micromanagers. However, I really can’t think of too many people that enjoy being micromanaged. This little check list will help you figure out where you stand… and where you can improve. You just might be Bill Lumbergh if: • You’re never quite satisfied with the work produced • You often feel frustrated because you think you should have done the task yourself • You sweat the details, and even take some pride in making corrections • You constantly want to know where your employees are and what they are doing • You ask frequently for updates on projects… how are those TPS reports coming? • You hesitate delegating work • You brush aside experience and knowledge of colleagues • You have a demotivated team Letting employees work on their own reflects that you trust them enough to finish what is expected of them. In return, you can focus on more important tasks, like hitting targets, serving customers, meeting deadlines, etc. The employees gain experience and the operation is able to progress as a whole. Overall, micromanagement involves an extreme approach to hands-on management. These managers can cause major problems in production and efficiency. Too much oversight can demotivate workers and cause them to lose confidence in their abilities rather than improving efficiency and productivity. Additionally, managers who are too involved in employees’ work may not be performing their own roles adequately. A good manager typically spends significant time planning strategies, training and coaching employees. Taking on work that should be delegated distracts from these activities. If uncorrected, micromanagement leads to low employee morale and attrition. Ummm, yeah, if you could just go ahead and make sure you do this from now on, that would be great! Employers Got a question? We're here to help! Give us a call at (844) 448-4800 × Are you sure you want to signout ? Yes!
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                            [body] => What Is a Micromanager? Definition and SignsBy Indeed Editorial TeamSeptember 7, 2021TwitterLinkedInFacebookEmailCopy to ClipboardWhile micromanagers usually have the best of intentions, their behavior can impact team morale and performance. It can also slow down productivity because a manager doesn't fully trust their team to perform their jobs. Recognizing whether you are micromanaging your team requires an honest and thoughtful self-assessment of your own behavior. In this article, we discuss 25 signs that someone may be a micromanager and share the benefits and disadvantages of micromanaging a team.Related: Management Skills: Definition and ExamplesWhat is a micromanager?A micromanager is a manager who closely observes the work of their team members. They often have good intentions and micromanage to improve the performance of everyone on the team. However, their behavioral tendencies can impact their team's ability to develop their own strong leadership behaviors.Related: Guide to People Management: Definition, Tips and Skills25 signs of a micromanager. Below is a list of the most common characteristics of a micromanager and signs that you or someone you know may be one: Resist delegating workBecome overly involved in the work of their employeesDiscourage independent decision-makingAsk for frequent updatesExpect overly-detailed reports on a regular basisLook at every detail rather than focusing on the bigger perspectivePrefer to be cc'd on every emailHave an unusually high turnover of employeesAre rarely satisfied with deliverablesSuggest unrealistic deadlinesRoutinely ask employees to stop their work to take care of emergency workBecome irritable when decisions are made independently without their inputFind that team members are usually demotivatedFeel that if a task is to be done right, you/they should do it themselvesTake on the role of the project manager, even when a PM has already been assignedTell employees exactly how tasks should be done, leaving no room for creativity or initiativeContinually monitor the behavior and activities of employees to see what they are working onFocus on unimportant detailsInsist that all work processes are documentedRe-do the work of employees after it has been finishedCommunicate with employees outside of business hours via textRequire weekly and monthly activity reports from every employeeBelieve that team members never take initiative or come up with new ideasTheir/Your employees are never allowed to attend meetings on your behalfMeasure and monitor everythingRelated: 6 Management Styles To Lead Effectively: Overview and ExamplesAdvantages. Since micromanagers usually have the best of intentions, there are some advantages to micromanagement. Here are some positive characteristics of micromanagers:Highly-involved and highly-engagedInfluence business-critical tasksGet the best out of their teamAdd value to any departmentKnow to whom they should delegateDevelop empathy naturallyHighly-involved and highly-engaged. By having a very hands-on leadership style, your employees are more likely to perform the tasks as you want them done. This can even be a necessary leadership approach with employees who prefer direction in their work. Micromanagers know their people and the work they do and often have exceptional communication skills to provide guidance and ensure outstanding results.Influence business-critical tasks. Staying closely involved with tasks and processes allows you to ensure things go according to plan, especially with business-critical tasks and key clients. They can also take care of details and prevent possible negative outcomes.Get the best out of their team. Micromanagers generally behave the way they do to control the outcome, not their team. They want to ensure everything is taken care of and at the same time, teach, mentor and enhance the skills of their teams.Add value to any department. Any micromanager will generally go over every detail, investigating a situation until they discover the root of a problem. Then, they take whatever steps necessary to resolve the problem. Good micromanagers can be an asset to any department.Know to whom they should delegate. Micromanagers usually know their team members better than anyone and when they recognize that work must be delegated, they know exactly who they should delegate to have the work completed. In many cases, the manager has also done the tasks before themselves, which means they know who has the skills and abilities to see the task through to the end, successfully.Develop empathy naturally. Since they usually know the work that's involved to get a task done, they can very successfully empathize with other people. They usually understand the strengths, weaknesses and skills of others and can use this understanding to know when they should push each person and when they should take a step back.Disadvantages. Here is a look at some negative characteristics of micromanagers:Waste timeReduce job satisfactionLower creativity and efficiencyReduce employee motivationWaste time. Micromanagers spend a significant portion of their time overseeing the work of others, time that could be spent on more productive endeavors, such as developing systems or creating new processes. Micromanagers often inundate themselves with details that their team members are often capable of handling independently.Related: Time Management Skills: Definition and ExamplesReduce job satisfaction. Micromanaging can create stress for both the manager as well as the employee. The micromanager can become frustrated by employees who aren't completing tasks as they were instructed and the employees can feel that they are not trusted to do their jobs. This can create a self-perpetuating cycle, where managers become increasingly frustrated and employee performance decreases because they are unhappy in their roles.Lower creativity and efficiency. Micromanagers often give specific directions about how they believe tasks should be accomplished. While this can work well with new employees or those who are not comfortable self-directing, it can also limit the employee's ability to develop new, efficient, creative ways of performing the tasks associated with their roles. Employees are also denied the sense of accomplishment that accompanies finding better ways to do their jobs.Reduce employee motivation. Since micromanagers struggle to let go, employees can become demotivated and less confident in their own abilities. They feel their work will never live up to standard and so they become less productive and create a less successful product.Related Articles. What Is a Point of Sale (POS) System?What Is the Time Value of Money (TVM)? (Definition, Formula and Examples). GAAP vs. Non-GAAP: What's the Difference?
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                            [body] => The Pros & Cons of Micromanaging Advertisement ByAlex Baylon on Oct 18, 2016 Ummm Yeah, If You Could Just Go Ahead And Make Sure You Do This From Now On, That Would Be Great! [dropcap]M[/dropcap]icromanaging, we all know the term! The word itself has a bad connotation and all employees usually cringe when hearing it. Remember the poster child for micromanagers Bill Lumbergh, (“Ummm  yeah, that would be great”) from the movie Office Space? Don’t be THAT guy, obsessing about stapling the cover on TPS reports. However, knowing how and when to be an effective micromanager really can be beneficial.Click Here to Read MoreAdvertisement Here is the definition of a micromanager: “A micromanager is a boss or manager who gives excessive supervision to employees. A micromanager, rather than telling an employee what task needs to be accomplished and by when, will watch the employee’s actions closely and provide rapid criticism if the manager thinks it’s necessary.” Start with the caveat that there is a big difference between a “leader” and a “boss” and understand that there is a time and place for management. When TO Micromanage There’s actually a time to do this! In most workplaces, managers are responsible for training new recruits. This is the ideal time to micromanage. The new employee might lack motorcycle industry experience and it is the manager’s job to get them familiar with their new position and the dealership’s processes. You start by guiding them through the process of the job. You motivate and teach them your dealership’s operations on a “micro” level.Advertisement Part of being an effective manager is to listen… Sometimes they can have experiences from other jobs and may even be able to improve “your” way of doing things. Even if you have been doing something the same way for 20 years, it doesn’t always make it the best way. Be open to new ideas if your new-hire has them. Some employees get it right away and if you hired them, you must have seen something in them in the first place, right? Eventually you will have to let go and stop managing things at the micro level. Let them do the job on their own, even if it means they will occasionally make mistakes. We all make mistakes, but sooner or later, they will be able to do it on their own.Advertisement When NOT To Micromanage A problem can arise when the employee has spent a considerable amount of time in their position, yet the supervisor is still closely monitoring their every action. In this case, the problem lies with either the employee or the manager. At this point, it is time to dig in and find out whether the employee is just incompetent or the manager is unwilling to let go. If you (as the manager) have tried to empower the staff member to do the job independently and they failed, then you might want to relieve them of that position. At that time, you can refer to the February 2016 issue of MPN when we covered interviewing techniques. On the other hand, if they are fully capable of operating on their own, it is time for you to give them independence in their work.Advertisement Are You A Micromanager? Most managers don’t know that they are micromanagers. However, I really can’t think of too many people that enjoy being micromanaged. This little check list will help you figure out where you stand… and where you can improve. You just might be Bill Lumbergh if: • You’re never quite satisfied with the work produced • You often feel frustrated because you think you should have done the task yourself • You sweat the details, and even take some pride in making corrections • You constantly want to know where your employees are and what they are doing • You ask frequently for updates on projects… how are those TPS reports coming? • You hesitate delegating work • You brush aside experience and knowledge of colleagues • You have a demotivated teamAdvertisement Letting employees work on their own reflects that you trust them enough to finish what is expected of them. In return, you can focus on more important tasks, like hitting targets, serving customers, meeting deadlines, etc. The employees gain experience and the operation is able to progress as a whole. [pullquote]“Umm, yeah, if you could just go ahead and make sure you do this from now on, that’d be great.”[/pullquote] Overall, micromanagement involves an extreme approach to hands-on management. These managers can cause major problems in production and efficiency. Too much oversight can demotivate workers and cause them to lose confidence in their abilities rather than improving efficiency and productivity. Additionally, managers who are too involved in employees’ work may not be performing their own roles adequately.Advertisement A good manager typically spends significant time planning strategies, training and coaching employees. Taking on work that should be delegated distracts from these activities. If uncorrected, micromanagement leads to low employee morale and attrition. Ummm, yeah, if you could just go ahead and make sure you do this from now on, that would be great! Advertisement In this article:employees, Lumberg, Management, Micromanager, MIJ, Office Space, Personnel Files Click to comment Sales and Service: What Digital Retailing Actually Means Sales and Service: Oh, Ruby, Don’t Take Your Love to Town Sales and Service: On the Road with Brands That Shine – Part III Sales and Service: Arrest That Dumb Pig Advertisement Connect Motorcycle & Powersports News
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                            [title] => How Micromanagement Is Harming Your Company | Guide | Effects +Tips
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                            [description] => Micromanagement is a management style that harms a company in many ways, or so it is believed. But, is this true? Today, let's understand the concept better
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                            [body] => How Micromanagement Is Harming Your Company? (Mini Guide) Management 10 min read Last Updated on 02 December 2021 One of the clear statements about micromanagement is that micromanagers control outcomes and not people. It might be valid to some extent, but we believe in looking at things from different perspectives. The common belief is that the word "micromanagement" has a negative connotation. And why not? It is frustrating and demotivating. As if dealing with a tough job wasn't enough, you now have to deal with a nagging micromanager. Table of Contents Micromanagement in the Workplace What is Micromanagement? Signs of a Micromanager in the Workplace Effects of Micromanagement The Negative Effects of Micromanagement The Positive Effects of Micromanagement Micromanagement vs. Macromanagement Micromanagement Quotes Is Micromanagement Effective? How to deal with Micromanagement? Conclusion What is Micromanagement? Micromanagement or micromanaging is a management style where the manager monitors their subordinates and team members extensively. This means being fully involved in their work, limiting the workforce's creativity, autonomy, and input. It often harms employee engagement and experience, mostly resulting in attrition. Signs of a Micromanager in the Workplace. Here are the common signs of a micromanager in the workplace: Being too involved in every step of the way that a worker takes in his/her work. Reluctant to trust in the capabilities of a workforce to do their task well. They need their team to take approval for everything they do. They are always on the lookout for perfection. While this pursuit is not wrong, you must understand that you cannot get perfection in everything. Getting less input from workers because managers don’t trust them enough to come up with good ideas Always impatient to get work done well and quickly at the same time, a combination that does not go well together. For the work to get over properly, you must give your staff time. A micromanager is often of the opinion that he/she is all-knowing. In this belief, they think no one else can do a better job than them. It results in a low delegation as an example in this case. Focusing more on criticizing what people are doing wrong rather than developing strengths. They don't give public praise and recognition to their team. Micromanagement can have a cascading effect on the way workplaces function. When leaders put extreme pressure on managers for goals, the managers transfer that pressure to the front lines. This is detrimental to the overall organizational performance. Effects of Micromanagement. In a rational sense, the effects of micromanagement are dreadful in the current industry. It is because employees feel suffocated in such a work environment, which harms their experience and performance. But let's look from the perspective of a manager. It must be frustrating to watch someone fall behind when you very well know how to avoid the pitfalls. It gets hard not to keep silent when someone is making a mistake on your project in such a scenario. But is that a license for management positions to practice micromanaging? And does it work to improve the situation? Let's start our pursuit of the answers by looking at the negative and positive effects of micromanaging. The Negative Effects of Micromanagement. 1. Damages trust. It is probably the most damaging aspect of micromanaging your staff. Your workforce no longer sees you as a knight in shining armor leader but rather as a brute boss. This nagging attention to small details destroys the trust that exists between you and your subordinates. Lack of trust between you and your workers can have two consequences. Either it can result in a loss of motivation or, worse, loss in personnel. Yes, employee attrition is a real problem. You may lose many high-performing workers due to practicing a micromanager style. Trust is a mutual emotion. Your subordinates will trust you only as much as you trust them. Therefore, you must drop this management style to create an environment of trust in the company. 2. High Attrition Rates. Without beating around the bush, it's a fact that people don't like bossy individuals. It means by being one, your workers will only lead to frustration and a dip in productivity, and finally an increase in turnover rates. Paying attention to insignificant and minute details rob your workers of their freedom. Which ultimately destroys morale and affects the momentum of your company. Even from a financial point of view, it doesn't seem to make much sense. High turnover rates ultimately diminish any monetary gains from your pursuit of perfection. 3. High Burnout. The irony is that this is not just about your employees but also your problem too. Here's a simple fact: Micromanaging is exhausting. Treating your staff like kids and looking at all employees' work every step of the way will soon burn you out. Burnout will soon lead to you hating your job and the very company you are in employment. We have seen countless managers leaving their job due to burnout. A lousy role makes you hate not only your company but also the position. Very often, we have seen people not willing to go back to any management role. This burnout usually affects the ones beneath you as well. Most managers end up venting their frustration on their subordinates. It again leads to burnout and frustration in the workforce. Burnout is a vicious cycle, and it takes a toll on both your physical and mental health. Sometimes it's easier and better for everyone if you take a step back and leave some room to breathe for both your workers and yourself. 4. Dependent Staff. One unseen effect of this management style is that your subordinates or workers become dependent. Your workers steadily lose their confidence and ability to work on a project when you fail to delegate work with autonomy. And of course, it doesn't make sense. You hired talents because they bring something fresh and exciting to the table. What's the point if you are going to dictate and kill their creativity? We believe that when people are given the right amount of freedom in their work, magic happens. Just look at some of the world's biggest companies, and you will notice that they are not very strong advocates of such management styles. Coincidence? 5. Narrow Vision And Scope. Another very neglected effect is the loss of control and vision. When managers demand frequent updates from their subordinates, it is an indication that they are losing sight of the big picture and focus solely on only short-term gains. Also, when a manager closely observes a team, the management tools become very limited. Slowly the only management tool at disposal is sole control. An interesting fact about control is when it is the only management tool exercised; people usually lose it. And of course, another pungent effect is that your vision becomes the team's or company's vision. Your workers lose their creativity and ultimately lose the ability to bring anything new to the table. The Positive Effects of Micromanagement. 1. Greater Control. Let's face it. It is one of the most apparent reasons why managers engage in this kind of management style. They want greater control over the operations and results of the project. The bottom line is if you are a paranoid perfectionist, then closely overseeing and paying attention to small details is one of the more attractive perks. Since a manager is more experienced than their subordinates, he is more likely to foresee and avoid any process's adverse outcome. 2. Get New Hires Up To Speed. It's difficult for new hires to understand our trade tricks, more so if your new talent has no prior experience and is a fresher. Closely monitoring your new employees' activities is a great way to bring your new employees up to speed. It makes it easier for new hires to add value to their departments because of the intense onboarding process. 3. Delegation Of Work is Easier. Since you have been closely observing your team, the delegation of work is far more comfortable. In any case, a delegation of work is easier. Since a micromanager is doing most of the work, he/she will be the perfect person to delegate any project task. 4. High Engagement With the Team. One thing you cannot accuse a micromanager of is not engaging with its team. They have better communication skills than a macro manager and highly engage with the team. Any problem in the group is aptly dealt with by the manager without any second thought. They take upon their shoulders the task of delivering outstanding results and usually do not fail very often. Micromanagement vs. Macromanagement. While micromanagement looks at the smallest of things and practices rigid scrutiny, macromanagement is the opposite. Macromanagement works by looking at the big picture and giving workers the freedom to work by themselves. Since these are such vast contrasting subjects, one can often draw a comparison between them. So, let's point out certain situations in which the two of these work better. For higher job satisfaction, macromanagement is the way forward as it provides a better employee experience. By micromanaging, you can only ruin a workforce's morale. For better control of the projects, micromanagement is much better. It is so because this management style gives more control of the work. This means the manager can steer the ship; however, he/she deems fit. For better trust in the workplace, you must practice macromanagement. The whole concept of this approach is built on trust and hence will give you much better results. On specific procedures like onboarding, you may need to practice micromanagement. It is because new workers may not know the work and your company. In this regard, they need someone to guide them through. Being self-sufficient is crucial in the corporate world today. Workers must be able to handle their tasks by themselves rather than having someone look over them 24x7. To instill this attribute in your workforce, you must opt for macromanagement to let them learn to work by themselves. In some instances, communication is vital. For having the best communicating managers, micromanagement can help you to an extent. It is because it relies on continuous communication between the subordinates and managers. This makes for better practice. For having a better working environment, macromanagement is always a much safer option than micromanagement. The latter reduces motivation, morale, employee satisfaction, employee engagement, and so on. In specific high-priority time-sensitive projects, you may need to practice micromanagement to ensure things get complete in time. In this aspect, one must be sure not to overdo it. We hope by reading our piece thus far, you are getting a fair idea about what this management style is all about. Now, let's bring a few outside perspectives into the topic and understand what some personalities have to say about the management style that we have been discussing till now. Micromanagement Quotes. Micromanage the process, not the people – Joe Apfelbaum Invariably, micromanaging results in four problems: deceit, disloyalty, conflict, and communication problems. – John Rosemond Micro-managing creativity kills it. – Stewart Stafford None of us should wait to be told what to do, or how to do it. Micromanagement kills initiative, judgment, and creativity. – David H. Maister A boss who micromanages is like a coach who wants to get in the game. – Simon Sinek Micromanaging erodes people's confidence, making them overly dependent on their leaders. – Diane Dreher Micromanaging is ridiculous. There's always a certain amount of dynamic tension, which is good because it stimulates creative thinking. – Karin Uhlich Now, let's bring this towards an end with the most important question; does it work? Is Micromanagement Effective? There is one thing you must understand that everything has its positives and negatives. Similarly, micromanagement also has some positives and scenarios in which it is useful, as discussed above. Now, the situation comes down to how you handle it. If you use it in the correct must-have situations, then yes, it will work. But, if you overdo it at every step of the way, it won't be effective. So, in short, it all comes down to how you implement it in the workplace. How to deal with Micromanagement? The first step to deal with micromanagement is to identify and accept that there is micromanagement. The signs of a micromanager outlined above can help you identify this. Once acknowledged, we can now work on how to tackle it. Here are some ways that can help address micromanagement at the workplace: Micromanagers feel they can’t trust others’ decisions or abilities, so they choose to keep a watch at all times. Establishing the right communication is critical to building this trust. Assure them that you know what you are doing and will do whatever it takes to achieve the goals. Check-in with them regularly to let them know how things are going. Encourage your manager to create checklists with objectives, milestones, and measurable outcomes. Managers can review the performances during check-in meetings. But get them to agree to not interfere during the interim period. Managers can set deadlines for deliverables and review the progress of projects during periodic check-ins. Keep all communication channels open to help and guide the team in the right direction. We need to understand that micromanagement can be a result of deeper issues. It can be a sign of a fear of failure or insecurities of not doing well enough. This could be the first time they are leading and may not know any other way of management. Maybe they find it hard to give up control or maybe that is how they measure their worth. It is critical to develop empathy if we want to effectively solve the issues of micromanagement. Teach managers about delegation— how it can make their work easier as well as contribute to their success. Conclusion. The bottom line is that every CEO dreams of having a manager whom he can rely upon and who has great attention to detail. Micromanagement is a sensitive issue and must fall into cautious hands. There is a fragile line between achieving outstanding results and inducing attrition through it. The idea is to find where the line is. This article is written by Jyoti Prakash Barman. He is an in-house Content Marketer at Vantage Circle with interests in music and automobiles. For any related queries, contact [email protected] Share this article. Employee recognition now made easy! To automate, simplify and streamline all types of recognition and rewards into one easy-to-manage system. Learn more Join our network of 1M+ HR Professionals Get Exclusive HR content delivered right into your inbox! We safeguard your personal information in accordance with our Privacy Policy You might also like. Management Employee off-boarding- Do's And Dont's. Give your employees the best off-boarding experience with this brief guide on Dos and Dont's of employee Offboarding. Read more Management Top 10 Employee Advocacy Tools That You Need. Here is a list of Top 10 Employee Advocacy Tools that you will need to increase your brand marketing in social media. Read more Management How Technology Has Helped HR In Organizations [Part-1]. The emergence of AI or Artificial Intelligence has helped organizations on many fronts. But which are the critical areas they cover? Let us have a look at it. Read more 25 Leadership Qualities that Makes You a Great Leader Download this free guide to deliver more into what it takes to be a great leader for driving effective teamwork within the organization. 5k+ Downloads by HR professionals across the globe!
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                            [body] => Micromanaging: signs, cons and advices Ekaterina Novoseltseva December 14, 2020 Agile web and app development agile management, tips Share This Post Share on facebook Share on linkedin Share on twitter Share on email Table of Contents Nowadays, micromanaging is one of the top complaints people have about their managers. And if we take into account that according to Daniel Pink, lasting motivation in the 21st century is fueled by autonomy, mastery and purpose, then we should definitely discuss this issue. So, in today’s article, we will look at what “micromanaging” means, what are the reasons of doing it, main cons of micromanaging and valuable advice on how to improve the efficiency of your team. Micromanaging? What does it mean? Micromanagement is a management style whereby a manager closely observes and controls the work of his or her employees with excessive attention to minor details. In most of the cases, micromanaging is generally considered to have a negative effect, but it is still commonly observed as an accepted management style worldwide, especially when it comes to managing new arrivals. There is time to do this! In most workplaces, managers are responsible for training new recruits and this is the ideal time to micromanage. As new employees still don’t really know the culture of the company, the values, the processes, the key proven processes, micromanagement here would be a good option to actually teach them how the things are done in a company. So, micromanagers guide them through the process of the job and motivate, teach them on a “micro” level. So, in this case, you can work closely with your new team members for a while and close supervision may be needed until a person is established and is high performing, normally it is necessary only during the probation period. But, if you start micromanaging with experienced worker and start asking questions like “what are you working on right now”, you actually demotivate them and show lack of trust in what and how they are doing it. If you give a job to people, then they capable of doing tasks, don’t kill their autonomy, creativity, and proactivity. Although micromanaging is often easily recognized by employees, micromanagers rarely view themselves as such. They normally give a competing characterization of their management style, for example: “structured”, “organized”, or “perfectionistic”. Let’s look at why actually people start micromanaging and what are the key signs of it: The signs of micromanaging & main reasons for doing it. The most frequent motivations for micromanaging are the detail-orientedness, emotional insecurity, and doubts regarding employees’ competence. Also, it can be related to the personality of the manager. So, micromanagers want to ensure that everything is being conducted as it should be and that things are always done the way they expect it. Also, especially if we are talking about the software industry, these micromanagers want to be able to accurately estimate the time taken to deliver a project in order to do an effective cost-value analysis and to give the client an accurate forecast of delivery. And here is the problem! Most of these micromanagers just don’t work with agile methodology and scrum method, where everything is very well planned and divided into sprints ( normally 2 weeks), with a clear roadmap and user stories. With Agile you have transparency, you have a daily meeting and sprint retrospectives. Well, actually everything that micromanagers want. And there is no need to ask “ what are you doing” question every hour because you have tools like Jira, which show you the progress graph and “in process” activity. Key signs to identify micromanagers. Resist delegating work Immerse themselves in the work assigned to others Look at the detail instead of the big picture Discourage others from making decisions Expect regular detailed reports Have a demotivated team Rarely satisfied with deliverables. Want to know where all team members are and what they’re working on. Ask for frequent updates on where things stand Prefer to be cc’d on emails. Tell team exactly how he or she wants things done and leave team no room to take initiative. Take on project manager roles, even when there already is a project manager. A team has an unreasonably high turnover. Feel that if you want something done right, you have to do it yourself. Usually feel irritated when a subordinate makes decisions without consulting them, even if the decisions are within the subordinate’s level of authority. Propose unachievable deadlines. Introduce “priority” tasks. Routinely ask people to stop working on whatever they’re doing right now to take care of urgent emergency work. Require things for “now”. Main disadvantages of micromanaging. Micromanaging is a form of leadership that may produce results in the short-term, but hurt employee and company morale over time. Usually, micromanaging has a negative impact on the team because an employee may feel that a micromanager is being condescending towards them, due to a perceived lack of faith in the employee’s competency. Also, a manager who implements this management style creates an environment where his team develops insecurity and lack of confidence in its work. Sometimes, micromanagement can completely eliminate trust, stifle opportunities for learning and development of interpersonal skills, and even provoke anti-social behavior. Micromanagers are control-obsessed and feel driven to push everyone around them to success, doing this they risk disempowering their colleagues. And it is ruining team’s confidence, hurt their performance, and frustrate them to the point where they quit. Moreover, micromanagers may feel that by acting as watchdogs they can ensure the outcomes they desire every time. However, consequences of micromanagement are likely to cause far more damage than a manager or business owner realizes. When all decisions have to go through a manager and every function an employee performs is controlled and critisized, this kills creativity and results in stagnation. Employees become unwilling to step forward with new ideas to improve processes, products or services that enhance productivity. Employees may even purposefully withhold ideas that can lead to innovation and positive change. And since a micromanager does not allow initiative and inputs from other people in the team, the employees learn to leave all decision-making to the manager and become totally dependent on him or her. And micromanaging is not only bad for employees, but it can have a terrible effect on micromanager physical and mental health. What is important here is to take time to step back, breathe and realize that team can handle tasks without a micromanager constantly controlling them. And when employees are micromanaged, they often do one thing…quit. It affects the company’s morale, crushing the spirit of the team. How to improve micromanaging problem? “Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.” – Ronald Reagan Basically, micromanager can set a couple of metrics that define success for any given project and simply ignore every other detail that is not defined. Focus more on “what” needs to be done and leave out the “how.” Have an open-door policy for members of the team to use for coaching or further guidance if and when they want it. Set a deadline for each stage of an assigned project, after which a meeting with a reasonable time limit should be conducted to receive updates on the work. Include employees in the goal-setting and estimation. All people are different, don’t do your estimations, ask a team to do it. Also, when employees are involved with the goal-setting process, they can see a purpose in their work and when they do the estimations by themselves, they can’t say later on that deadlines are not realistic because they did it. Foster a two-way conversation. One of the biggest issues with micromanaging is that it’s one-sided. Remember, there’s more than one way to do things. And employees might even know the best way. Instead of barking orders, ask employees for their ideas and opinions. Discuss how they work best and how they can work most efficiently. Focus feedback on results. Great feedback allows employees to learn and grow. If a manager simply says, “You need to do things this way instead,” employees feel controlled. They’re not being guided; they’re being micromanaged. The better option is to focus on facts and results rather than the process. If you are interested in project management styles, I recommend you to subscribe to our monthly newsletter here. If you found this article about micromanaging interesting, you might like…. Open innovation: benefits, case studies and books Top promising startups in Barcelona Deep learning startups, use cases and books Barcelona makes it to the top 5 innovation hubs   Top smart city projects and leaders to follow  Digital identity trends and startups to watch  Blockchain technology: use cases, statistics, startups, events and books  Top business blogs to read Best entrepreneurship books to read Human centered innovation  Elastic search: advantages, case studies and books More to Explore29 agile project management tools that you should knowTech Leadership booksDevOps reading list: Top 30 best DevOps books you…21 essential software development books to read13 Must-Have Agile Tools for Software TeamsExtreme programming; tips & advantages PrevPrevious20 advantages of Test Driven Development NextSoftware Architecture Journey: Interview with Sonya NatanzonNext Leave a Reply Cancel reply. Subscribe To Our Newsletter Get updates from our latest tech findings About Apiumhub Apiumhub brings together a community of software developers & architects to help you transform your idea into a powerful and scalable product. Our Tech Hub specialises in Software Architecture, Web Development & Mobile App Development. Here we share with you industry tips & best practices, based on our experience. Categories Agile web and app development Apiumhub Data Science DevOps Events Jobs Mobile Offshoring and outsourcing Product Ownership Projects QA Software architecture Software Architecture Sonar Software Quality Assurance Category Technology industry trends Tools User Experience Design VYou Popular posts Benefits of Continuous Integration Agile Project Management Tools Using Github Code Smells Migrate Javascript to Typescrypt Download Grow Professionally: Inside Apiumhub's Dev Team Are you Data Driven?Let's build your success together.Talk to us Have a challenging project? 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                            [title] => Micromanagement Drawbacks | by Mike Kulakov | Medium
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                            [body] => Micromanagement DrawbacksMike KulakovOct 30, 2013·2 min readI think many of you have faced with the problem of micromanagement when someone exposes you to excessive control, trying to know your every single step and be aware of everything. This is not always done with malicious intent, sometimes people just do not understand the consequences and from their point of view, it should help. Everything has its own edge. Let us talk about advantages and disadvantages and now to avoid this.Pros. You ensure that everything is being conducted as it shouldThings are done ‘your way’, and if it’s your business, this can be a big dealIt may appear to be necessary when a small business owner hires their first employeeMakes sense for employees that are new to the industryMajor cons. Those who are being micromanaged become resentful, less loyal, less productive and less willing to give potentially valuable feedback. By the end, people start to avoid talking to you or reduce the conversation to a minimumPeople think that you do not trust nor respect themYou can’t be everywhere all the time. A manager is supposed to delegate responsibility. If you micro-manage somebody, you aren’t letting him do his job. You are doing it for him.People stop thinking, try to understand and realize what they are doingFinal words. You can do micromanagement in the environment where employees are easily replaced and little training/expense is necessary to do so. However, if low employee turnover is important or you are trying to establish ongoing employee/customer relationships, micromanagement may stand in the way of achieving these goals.Some ideas how to avoid this. Ask this person to give you all the information you will need up front. Reply professionally. This will start to increase his confidence in youMake sure that you communicate progress to this person regularlyYou must learn how to anticipate the next question and ask it first.Mike Kulakov. Co-Founder, Product at EverhourFollow2 2 2 More from Mike Kulakov. FollowCo-Founder, Product at Everhour
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                            [body] => The Disadvantages of Micromanagers and How to Retrain Them By Kelly Creighton Feb 18, 2019 Learning & Development, Talent Updated: Feb 18, 2019 Micromanagers feel they must constantly control their employees and the output of those employees. And they are constantly monitoring everything at work and consistently operate at high levels of stress, which, in turn, stresses out their subordinate employees and fractures workplace relationships. Source: fizkes / iStock / Getty These types of managers send a constant barrage of e-mails they must always be copied on, don’t delegate responsibilities very well or at all, don’t seek feedback or input from others, and so on. In short, micromanagers are toxic to productive and positive workplace environments and can lead to much higher employee attrition and absenteeism rates. Research even indicates that when employees with high-stress jobs are given less control over their responsibilities, or are micromanaged, they have a 15.4% increased chance of death. And other research indicates that less micromanaging and more employee autonomy are behind increased levels of workplace happiness and employee productivity. Overall, micromanagers: Lower employees’ productivity and happiness levels. Stifle employees’ creativity and ability to innovate. Make more mistakes and lead teams that aren’t knowledgeable. Have high employee turnover and absenteeism rates. Force your organization to forfeit important relationships and partnerships. Cost your organization a lot of money. Below are some things you can do to attempt to retrain your micromanagers. Expose Them to Servant Leadership. Servant leaders focus on their employees’ needs and concerns and always seek feedback from their subordinates, as well as their direct input. They also know how to work with others and communicate with others so that they can stimulate work environments where everyone is respected and considered without ever berating or coercing others. And, most importantly, servant leaders are self-aware and know their own limitations, so they tend to surround themselves with employees who are good at doing what they’re not good at doing, and they trust those employees to do assigned jobs and tasks well without much supervision. (For more insight, read about the 10 qualities that servant leaders have here. And read “5 Real-Life Brands that Embody Servant Leadership” for some real-world examples.) Enhance Their Emotional Intelligence and Communication Skills. Employees and managers with emotional intelligence skills actively work to reduce occurrences of workplace stress and consistently build positive rapport and relationships with others. So, they never micromanage others. Emotionally intelligent managers are much more self-aware and know how to communicate well with their employees without stressing them out. Overall, they’ll know when they’re stressing out their employees because they’re micromanaging them, and they’ll actively circumvent this behavior so that their employees will remain productive and content. Encourage Them to Focus on Results and Outcomes. Micromanagers tend to focus on the everyday minutiae so intently that they lose sight of the big picture—a big picture that should include productive employees that propel your organization’s mission and goals forward. When retraining your micromanagers, encourage them to focus on concrete results and outcomes of projects and tasks and concrete performance metrics instead of the tiny details of processes and procedures. If you want to successfully retrain your organization’s micromanagers, do one or more of the things mentioned in this post.
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                            [title] => 7 Reasons Why Micromanagers Are Good For Teams And Companies
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                            [body] => 7 Reasons Why Micromanagers Are Good For Teams And CompaniesNina AngelovskaFormer ContributorOpinions expressed by Forbes Contributors are their own.RetailI write about e-commerce, marketing, entrepreneurship and lifestyleThis article is more than 3 years old.Tweet This Micromanagers want to control the outcome, not the people involved. It is better to have a micromanager who knows the job his team is doing than a macro manager who delegates without knowing what it takes to get a certain task done.Share to FacebookShare to TwitterShare to Linkedin Getty When we hear the word “micromanagement” we think of it as a negative behavior. You type micromanager on Google and it gives you definitions like “to control every part, however small, of (an enterprise or activity)” accompanied by some images of angry bosses standing with binoculars at the desk of their employees, topped with dozens of articles on how to quit this toxic management style. It even feels like you Googled a bad habit like smoking. And yet guess what some of the greatest leaders on this world have in common? You guessed it right—micromanagement at its finest. Steve Jobs, Jeff Bezos, Bill Gates are only a few examples of outstanding leaders who happen to excel at micromanagement. Elon Musk even describes himself as a nano-manager. So how come we only see the negative connotation? Let's flip that micro coin and look at the other side of it. Let’s apply positive thinking and try to upgrade our perception of what micromanagement is. When speaking about micromanagement from a CEO point of view I often joke that “A micromanager is a person that all CEOs want but most employees probably hate”. Yes, being a micromanager is usually connected to being a control-freak, paying attention to details, being picky. Most authors connect it to distrusting people, thinking that you can always do it better than the others etc. And if this is the case how did this trait develop? Is it because all these managers have worked with people who did not or could not deliver as they were expected? Or is it because leaders who excel at micromanagement have very high expectations and are striving for perfection? And is everyone capable of controlling and being involved in many fields at the same time? Can everyone be or become a micromanager? I believe micromanagement is a skill (if done right) not everyone can be good at. Not everybody has the capacity to watch and control every single step of a process. Bosses who stick their noses into every single detail because they have nothing smarter to do are the representative of micromanagement done wrong. But bosses who closely monitor, provide detailed guidance and corrective feedback when needed are something totally opposite. Here are seven reasons why micromanagers can be great for teams and companies at the same time: 1. They are highly involved and engaged with their teams. They know their people and the work they do. They have better communication skills as they communicate with their colleagues to provide guidance and ensure the result is outstanding. 2. They are able to foresee and prevent. They take care of all the details and possible drawbacks striving to prevent or mitigate any possible negative outcome.  3. They want to get the best out of people. No leader wishes to correct mistakes but hopes that when they recheck the situation the feedback is rather positive than negative. Being a micromanager is not about waiting for people to make mistakes. It's about wanting to reassure that every single detail is being taken care of.  And it involves teaching, mentoring and pushing people to their potential on the go, hence constantly improving their skills. Micromanagers want to control the outcome, not the people involved. 4. They can develop empathy naturally. Micromanagers can put themselves easier in the shoes of the others cause they know what it takes to get the tasks done. They know the skills, strengths and weaknesses of their people, and can understand them pretty naturally. And understanding sets the bases for knowing when to push and when to step back and give them some space. 5. They know what, when and to whom they can delegate.   It is better to have a micromanager who knows the job his team is doing than a macro manager who delegates without knowing what it takes to get a certain task done. I personally know many of the later ones and I call them "the forward managers" cause most of the day they forward emails to their team without even reading them. A micromanager has probably done the tasks he is delegating and can make the right decisions when delegating.  6. They can adapt their style to different characters. Since their goal is a perfect end-result they have to find ways to get all involved people on board who call for different ways of guidance, feedback and motivation. 7. They can add value to almost any given department. If there is a customer complaint that can damage your company’s reputation and your head of Customer Care is a micromanager he will go over every detail, investigate the situation, try to locate the root of the problem and try to handle the situation in the best possible way. Same applies to other departments and internal processes such as during onboarding new employees, updating systems, implementing changes etc. Good micromanagers can be the safety net that any department needs. Therefore micromanagement done right can have positive effects not only on the overall outcome but on the morale, productivity and culture. Every leader dreams of having people who he can trust and rely on, people who have an eye for details, who can pay extreme attention to what others are doing and who can get things done perfectly. If this is the case that it would be logical to assume that every leader or CEO would love to have micromanagers in their teams. At the end of the day there are things that are very important and should be micromanaged and there are things that are not the most important thing for the company and should just be delegated. As Gary Vee says, it is important to have a good radar for deciding what is important and what is not. So far I haven’t been proud to admit or tried to push back when people would tell me that I am a micromanager. But every coin has two sides and if positive psychology says that we can regard stress as a positive thing why can’t we look at the bright side of micromanagement. I am a positive micromanager who is happy to hire and work with micromanagers. As far as I am concerned if I was looking for a job I would put micromanagement as a skill in my job application. Follow me on Twitter or LinkedIn. Nina AngelovskaPrintReprints & Permissions
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                            [body] => Micromanagement: What are the pros and cons? 23-09-2021 | 10:482Micromanagement: What are the pros and cons?Africa-Press – South-Sudan. When managing their teams, micromanagers will generally go over every detail; investigating a situation until they discover the root of a problem. Then, they take whatever steps necessary to resolve the problem.From a business point of view, micromanagement is defined as a management style whereby a manager closely observes and or controls or reminds the work of their juniors or employees.Good micromanagers can be an asset to any department. However, this form of management comes with drawbacks. Regardless of how good the manager’s intentions are, micromanagement can lead to lack of freedom in the workplace, impact employees’ working spirit and their performance in general.Jane Nakaayi, an educator says when it comes to micromanagement; there are high possibilities of productivity being affected in the long run. On this point, she stresses that this is so because of lack of trust shown by the manager towards their team. Employees are bound to feel as though they are not trusted to perform their duties fully without being closely monitored.She goes on to note that although micromanagers intend to improve the performance of everyone in general at work, at times this approach can impact their team’s ability to develop, especially when it comes to the employees’ leadership behaviours or skills.Simon Mwangi, an entrepreneur in microfinance says micromanagement can discourage teamwork, because this will mean that employees would likely be working directly with their managers as there is an urge to satisfy their (managers’) demanding needs. At this point, most of the employees will not feel like discussing their work with other colleagues.“This can have a devastating impact not only on employee satisfaction but also on creativity and collaboration, both of which can potentially lead to better performance and higher profits,” he says.Positive side of micromanagementAccording to Indeed Career Guide website, a micromanager indicates signs such as discouraging independent decision making among the team, always asking for frequent updates as well as expect overly-detailed reports on a regular basis.Other signs include one looking at every detail rather than focusing on the bigger perspective. Some are even rarely satisfied with deliverables as well as suggesting unrealistic deadlines among other signs. Experts however point out that irrespective of all of these negative effects, micromanagement comes with advantages.The website highlights that being highly involved and highly-engaged is one of the positive impacts that come along with micromanagement. By having a very hands-on leadership style, your employees are more likely to perform the tasks as you want them done.This can even be a necessary leadership approach with employees who prefer direction in their work. Micromanagers know their people and the work they do and often have exceptional communication skills to provide guidance and ensure outstanding results.Staying closely involved with tasks and processes allows managers to ensure things go according to plan, especially with business-critical tasks and key clients. They can also take care of details and prevent possible negative outcomes.Studies also indicate that micromanagers generally behave the way they do to control the outcome, not their team. They want to ensure everything is taken care of and at the same time, teach, mentor, and enhance the skills of their teams.Their skill is also important because managers know whom they should delegate; meaning that they usually know their team members better than anyone and when they recognise that work must be delegated, they know exactly who they should delegate to have the work completed.RELATED ARTICLESMORE FROM AUTHOR. Service delivery tops CES strategic plan. Activist welcomes IGAD, Kitwang meeting in Khartoum. Secondary school matron educates female students on dangers of early marriage. Mundari community peace & reconciliation conference starts in Juba. Gov’t pledges reform for economic growth. CountriesSouth Sudanpolicyeconomycommunitypartiesculture and artsportphotovideomiscellaneousfiles © copyright Africa Press 2019
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                            [body] => Macro Manager A type of leader who uses a hands-off approach and allows subordinates to perform their tasks independently Home › Resources › Careers › How To › Macro Manager What is a Macro Manager?A macro manager is a type of boss who allows employees to carry out their responsibilities independently. Such managers are more concerned with the results obtained by the employees’ inputs, rather than the day-to-day habits of their subordinates. Such a type of leadership is also known as macro-management.  Some employees see macro managers as supervisors who fear being accountable for employees’ work, while others see them as supervisors who are comfortable doing their job independently. Macro managers tend to pay more attention to their specialties and may be unaware of a company’s cash flow, assets, or liabilities.A macro manager is the direct opposite of a micromanager, who closely observes the behavior of employees as they work and is often concerned with the day-to-day routine of the employees. Summary. A macro manager is a type of leader who uses a hands-off approach and allows subordinates to perform their tasks independently.Companies that adopt macro-management leadership delegate authority and responsibilities to employees while focusing on their long-term strategy.The upper hierarchy benefits from macro-management by making independent decisions concerning employees. Understanding Macro Management. Companies use different management stylesManagement TheoriesManagement theories are concepts surrounding recommended management strategies, which may include tools such as frameworks and guidelines that can be implemented in modern organizations. Generally, professionals will not rely solely on one management theory alone to make decisions and relate to employees. The micro and macro leadership levels take an elevated view approach, with top-down management decisions that pit performance against aggregate metrics. Macro managers look at a company as a whole and examine how performance is affected by strategic decisions regarding employees.Companies that adopt a macro-management leadership style focus on long-term strategy while delegating responsibilities and authority. Thus, macro leadership is a strategic approach to managing employees. A macro manager thinks from a broader perspective by appraising the business environment and suitably adapting a company to the robustness of an external environment while maintaining a clear course of the company’s goals, missionMission StatementA mission statement defines what line of business a company is in, and why it exists or what purpose it serves., and objectives.A macro manager further looks at various opportunities for business expansion and tries to innovate by modifying the existing products and services, entering into new markets, or launching new products and services.The term “macro manager” is also used to describe someone who runs a macro hedge fund. Such a person is required to possess a broad base of knowledge to get a clear picture of factors that affect performance in the global markets. Such factors include how central banks in different nations function, government policies, and the existing political environment. Micromanager vs. Macro Manager. Micromanagers are associated with short-term results but may hurt employee and company morale over time. Micromanagers exhibit negative connotations because employees may feel that such a leader is patronizing them due to the perceived incompetence of employees.At the same time, the micromanagement type of leadership creates an insecure working environment that deprives employees of confidence in their work. The team may find it difficult to function when the manager is absent. A micromanager will usually spend most time supervising staff and exaggerating the value of minor details to his reports instead of using the time to perform other important things.Conversely, a macro-management form of leadership is more effective. In addition to allowing employees to perform tasks autonomously, macro managers define broad functions to employees for direct reports and leave them to work independently. They are confident that employees are capable of completing their assigned roles without being constantly reminded.The time that would’ve been spent looking over employees’ shoulders is used to get other important things done. In addition, employees can still work effectively, even if the manager is distant. Therefore, a manager must identify which leadership style will impart more influence on their relationship with employees.  Advantages and Disadvantages of Macro Management. Macro leadership may be considered beneficial to an organization’s upper tier hierarchy since it allows employees to perform their duties in autonomy. A good example is when a top-level manager within a company delegates tasks to employees working under him to stick to the company’s strategic plan, but employees make their own decisions on which approach to complete the tasks. Similarly, the CEO of a company may present a set of ideas to the executive team that he supervises and encourages his team to assess and design projects that evaluate whether to pursue these ideas. A disadvantage of a macro manager is that managers often feel it is more important to provide employees with directions, rather than empower them. Continuous use of the leadership style may lead to employees not being directly informed about issues faced by their teams or become distant from management. It can take a long time before employees get to know the challenges that their team must tackle.Macro managers also create an impression of bureaucracyBureaucracyThe system to maintain uniform authority within and across institutions is known as bureaucracy. Bureaucracy essentially means to rule by the office. given their limited activity interest. They seem to lack awareness or understanding about the role each employee is delegated to perform, given their minimal direct involvement with staff.The long-term effect is that a macro manager can fail to meet deadlines and achieve milestones because they lack awareness of the issues or barriers affecting the team, which could have been avoided. More ResourcesCFI is the official provider of the Commercial Banking & Credit Analyst (CBCA)™Program Page - CBCAGet CFI's CBCA™ certification and become a Commercial Banking & Credit Analyst. Enroll and advance your career with our certification programs and courses. certification program, designed to transform anyone into a world-class financial analyst.In order to help you become a world-class financial analyst and advance your career to your fullest potential, these additional resources will be very helpful:AccountabilityAccountabilityAccountability is the concept of answerability by an individual or a department for the performance or outcomes of specific activities. Essentially, theLeadership TheoriesLeadership TheoriesLeadership theories are schools of thought brought forward to explain how and why certain individuals become leaders. The theories emphasize the traits and behaviors that individuals can adopt to boost their own leadership abilities.Management SkillsManagement SkillsManagement skills can be defined as certain attributes or abilities that an executive should possess in order to fulfill specific tasks in anBest Organizational Structures for a BusinessBest Organizational Structures for a BusinessOrganizational structures are essentially blueprints that reveal how companies are run and how information is passed within the organization. FMVA certification program. Advance your career in investment banking, private equity, FP&A, treasury, corporate development and other areas of corporate finance. Get certified as a financial analyst with CFI’s FMVA® ProgramBecome a Certified Financial Modeling & Valuation Analyst (FMVA)®CFI's Financial Modeling and Valuation Analyst (FMVA)® certification will help you gain the confidence you need in your finance career. Enroll today!. Corporate Finance Institute Back to Website 0 search results for ‘’ People also search for: excel Free free courses Balance sheet accounting IRR DCF Explore Our Certifications Financial Modeling & Valuation Analyst (FMVA)®Learn more Commercial Banking & Credit Analyst (CBCA)™Learn more Capital Markets & Securities Analyst (CMSA)®Learn more Certified Business Intelligence & Data Analyst (BIDA)™Learn more Resources Excel Shortcuts PC Mac List of Excel Shortcuts Excel shortcuts - It may seem slower at first if you're used to the mouse, but it's worth the investment to take the time and... Free Financial Modeling Guide A Complete Guide to Financial Modeling This resource is designed to be the best free guide to financial modeling!  We will break down the most important... SQL Data Types What are SQL Data Types? The Structured Query Language (SQL) comprises several different data types that allow it to store different types of information... Structured Query Language (SQL) What is Structured Query Language (SQL)? Structured Query Language (SQL) is a specialized programming language designed for interacting with a database.... See All Resources See All Popular Courses Free! FMVA® - Prep Courses 3.5h Excel Crash Course - Spreadsheet Formulas for Finance FMVA® - Required 5.5h Building a 3 Statement Financial Model FMVA® - Required 7.5h Business Valuation Modeling Part I FMVA® - Required 2.5h Scenario & Sensitivity Analysis in Excel FMVA® - Required 6h Dashboards & Data Visualization FMVA® - Electives 11h Leveraged Buyout LBO Modeling See All Courses See All Recent Searches Suggestions Free Courses Excel Courses Financial Modeling & Valuation Analyst (FMVA)® Test Your Skills Create an account to take the assessment.
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                            [body] => Pros & Cons of MicromanagingPosted on January 6, 2016By DBPC StaffIn Human ResourcesIn business, the term “micromanagement” is usually associated with negative connotations. Micromanagement is defined as the act by which a supervisor closely observes and controls every single detail of the employees’ work. Companies that want to eliminate turnovers avoid being overinvolved in the daily tasks of its staff.  It’s enough to say that “victims” of micromanagers may feel somewhat annoyed in this type of situation. However, micromanagement is not as bad as the majority of people might think. The key is knowing when, where and how to micromanage. New Hires In most workplaces, managers are responsible of training new recruits. This is the ideal time to micromanage. The trainee might be inexperienced in the industry, and it is the manager’s job to get them familiar with their new position. One can allude to teaching a toddler how to walk. First, you guide them in taking their first steps. Eventually, you will have to let go and let them walk on their own, even if it means they will occasionally stumble and fall. Eventually, they will be able to do it on their own. Letting Go A problem can arise when the employee has spent a considerable amount of time in the job, yet the supervisor is still closely monitoring their every action. In this case, the problem lies with either the employee or the manager; whether the employee is just incompetent or the manager is unwilling to let go. If you (as the manager) have tried to empower the staff member to do the job independently and they failed, then you might want to relieve them of their position. On the other hand, if they are fully capable of operating on their own, it is time for you to give them independence in their work. Letting employees work on their own, reflects that you trust them enough to finish what is expected of them. In return, you can focus on more important tasks, like hitting targets, serving customers, meeting deadlines, etc., the employees gain experience and the company is able to progress as a whole. Critical Moments Workplaces such as hospitals, law offices and accounting firms require minute attention to detail. An oversight could cause critical consequences to patients and clients. In these situations, it is reasonable to micromanage, especially if your employee is inexperienced. Reviewing their work is necessary to ensure customers are satisfied with the output. Another critical moment where micromanaging can be acceptable is when your company is venturing into new businesses. For example, if a business decided to provide complete online services, supervisors will have to pay attention to every detail to ensure a smooth transition. Once the company is accustomed to its new procedures, the managers can let the employees to work independently. Micromanagement is just a question of timing. It is entirely up to the manager’s discretion on when to delegate tasks to their subordinates, depending on whether the employees are capable enough to handle their responsibilities. Nonetheless, despite its negative effects, micromanagement can also be useful to some extend depending on the need.   J. Tjoandi | DBPC Blog Human Resources micromanagementFacebookTwitterTips for Workplace Holiday SafetyPreviousFive Signs You’re Destined to Be an EntrepreneurNextDBPC StaffRecommended Posts. Recruiting Metrics Businesses Should ConsiderHow to Handle an Employee Gone RogueResolving Conflict in the WorkplaceBenefits of a Recruitment Agency
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                            [title] => Don’t Micromanage: How It Destroys Your Team and How to Avoid It - BPI - The destination for everything process related
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                            [body] => Don’t Micromanage: How It Destroys Your Team and How to Avoid It Blog: The Process Street Blog It’s hard watching someone make mistakes, especially if you already know how to avoid them. Staying silent while they slip up (or even do things in ways you would not) is harder. That doesn’t mean you have an excuse to micromanage them. Micromanagement is the ultimate controlling management style. It’s demoralizing and counter-intuitive, as the desire for control to make sure everything goes to plan only creates more problems in the long-term. That’s why in this Process Street article, we’ll be looking at: What is micromanagement? The pros and cons of micromanagement How to spot a micromanager How to offset micromanagement with OKRs Using process management to remove the need for micromanagement Let’s get started. What is micromanagement? (Source by Carbon Tippy Toes, used under license CC BY-SA 2.0) Micromanagement is exactly what it sounds like; someone trying to personally control and monitor everything in a team, situation, or place. While this is sometimes useful (in small-scale projects), this usually results in the manager losing track of the larger picture and annoying the team by being overly-controlling. Let’s say that you’re told to complete a task. Usually, this would mean that your manager assigns you the job, asks if you need anything and states when it is needed, and then pretty much leaves you to complete the operation. They should be available to talk to without interfering with the work directly and slowing the operation down. If they instead micromanage, they would either watch your every move or demand progress reports more often than is necessary. They would likely chastise you for the slightest mistake or for carrying out a task differently to how they would have done it. If there are seemingly countless revisions requested, endless status reports being demanded more often than necessary, and an apparent lack of trust in other members of the team to get on with their work and do their job, then you may be in the presence of a micromanager… To micromanage, not not to micromanage? (Pros and cons). That said, sometimes what we call “micromanagement” is the result of a genuine effort to oversee a team’s successful function; in other words, the manager’s heart might be in the right place, but the execution of their managerial style may benefit from some improvements. Sometimes it’s useful (or even necessary) to closely track and monitor work; for example, when onboarding new employees, or when carrying out experimental or sensitive work. Problems can arise if this approach is not properly kept in check; it’s impossible to scale micromanagement and that’s when growing teams may run into problems, because managers can no longer effectively keep up with all of the elements they are trying to micromanage. Pros of micromanagement. (Source by Klean Denmark, used under license CC BY-SA 2.0) Some say that micromanagement is never a good thing. While it may be true that the term has garnered a negative connotation, sometimes, projects or teams will benefit from a high-touch management style. Whether or not this is really “micromanagement” is up for debate, but a high-touch approach can be useful for: Operations where greater control or expert guidance is required Training & onboarding new employees Complex processes where instructions need to be clearly communicated, and there is an expectation of a steep learning curve Another way of thinking about it: To micromanage is to attempt to retain as much control over an operation as possible. The micromanagement style, or more specifically, keeping close tabs on what work is being done, how it is being done, and the quality of the output, can certainly be used effectively, as long as scalability is considered alongside the impact that such a management style will have on employee wellbeing & psychological safety, as well as the broader workplace culture. Maybe the manager has everyone reporting back to them with frequent status reports, letting them check that everything is being done to their standards. Again, this can be useful for guiding smaller teams and new employees, where there will be a clear knowledge gap. And it’s definitely true that extra instruction and guidance can help to improve the onboarding experience. In general, you could make the argument that a micromanagement approach could be used for onboarding within smaller teams to benefit from more high-quality 1:1 guidance from their managers, without putting too much strain on the manager. Just be sure to consider scalability, because in the long run, however you look at it, micromanagement does not lend itself to scalability. Cons of micromanagement. Now we get to the negatives – the main reasons we often think of “micromanage” as a dirty word. Put bluntly, micromanagement: Annoys employees Is vulnerable to human error on both sides Isn’t scalable at all Makes managers lose sight of the big picture Damages employee trust Leads to burnout in managers and teams alike Can cause employees to become dependent on micromanagement Increases employee turnover rate You can probably recall an instance of micromanagement that you’ve experienced in your life. Try and remember how it made you feel. Were you on the receiving end, or were you doing the micromanagement? The points above are clearly focused around the experience of the team or employee being micromanaged, which, alongside scalability considerations, is arguably the area where micromanagement can do the most damage. When you micromanage you’re telling the employee that you don’t trust them enough to work on their own and still produce good results. Sometimes that’s justified, e.g. in the case of an untrained employee, or for more sensitive workflows. But there are better ways to teach employees the skills they need to do their job; micromanagement is what leads to employees getting frustrated with management, increasing workplace anxiety and damaging the trust they have in leadership. Unchecked micromanagement can also discourage any kind of independent work and decision-making in the team. After all, you are unlikely to build confidence in your actions or choices if everything you did is scrutinized and “corrected”. In other words, micromanaging employees doesn’t just breed resentment. It makes them dependent on further micromanagement to do their jobs. And of course, micromanagement isn’t in any way scalable. Think about it – someone is having to spend every moment of their day reviewing the fine details of what their team is doing. Scaling up means that said team would either grow or take on new duties. Either would mean a huge increase in the information available. At some point the micromanager themselves can’t keep up with everything, leading to either mistakes due to oversight or burnout. Spot the micromanager: Common traits to look out for. (Source by Infusionsoft, used under license CC BY-SA 2.0) Despite covering the pros and cons of micromanagement, it’s not always easy to see when the practice is being used. This is especially true if you’re the one micromanaging (or being micromanaged). You can’t weed a garden with your eyes closed. You need to be able to see and identify the problem or risk doing more harm than good. To this end, most micromanagers share a few (although not always all) of the following traits: They don’t delegate Any delegated work is taken over again if a mistake is spotted They hate decisions being made without them Focus is on the little details rather than the big picture Most (or all) of their time is spent overseeing others They ignore the opinion and/or experience of others Frequent updates are requested by them (even if the project isn’t relevant to them) They often find deliverables unsatisfactory Managing positions are, understandably, the first port of call for scrutiny. This is doubly so in a team that’s recently grown. Remember, if the team is small enough to micromanage then these traits aren’t necessarily a bad thing. The problem comes when the team expands and their managing techniques don’t adapt to the new scale of operations. Delegation is a great signifier too, as most micromanagers will either not delegate tasks that they shouldn’t be doing any more or take back delegated duties if they aren’t satisfied with the results. This approach is tempting and can be seen in many startup founders as their company grows. They start out doing the things they’re good at (such as coding) but when the company grows they have to bite the bullet and delegate that work, even if they loved doing it. Offset micromanagement with OKRs. (Source by Corey Seeman, used under license CC BY-NC-SA 2.0) Objectives and Key Results (OKRs) is a management technique which provides all of the useful elements of micromanagement without the need for total control. OKRs are generally set every quarter, allowing the team to refocus on key objectives and how to reach them. This is done by: Setting a couple (not usually more than 5) objectives relevant to the audience, be it a team or an individual Making sure that objectives are actionable, quantifiable, have a deadline, and are a little ambitious Define up to 4 measurable results for each objective Results should be difficult but achievable, measurable, and lead to objective progress On setting OKRs that will work, Process Street’s own Jay Hanlon, Chief of Staff and VP of People & Operations told me: “In selecting OKRs, you want to focus on big, impactful objectives — the things you believe you can do in a given period of time that will really matter. For key results, the most important thing is that they’re what are sometimes called ‘SMART’ goals, meaning they’re Specific, Measurable, Actionable, Relevant, and Time-bound.” — Jay Hanlon You could use a dedicated people & performance management software like 15Five to keep track of your OKRs. You could also Process Street Pages to track all of the OKR-related info and data, on top of tracking the progress of each OKR. (Source from Weekdone) Once all of these have been set regular meetings can be held (say, once or twice a week) for everyone to present their progress and give feedback on their OKRs. Note that I said feedback. This isn’t a one-way street in the same way micromanagement is. It’s also not a technique about setting high goals and expecting them to be completed. Objectives are ideally a stretch, but that’s to get the most out of your team’s efforts – they’re not supposed to be entirely completed. To that end, if an objective is 75-80% complete, it can usually be considered as being achieved. If anything reaches 100%, try setting the bar higher next time. “The biggest challenge is often making them measurable. It’s great when the goal is a number, like ‘Hit 1MM in ARR.’ Or a simple fact, like ‘Roll out our new OKR system to the whole company.’ But some goals may be harder to measure, with more qualitative requirements, like when you need to design a plan to improve employee morale, say. But even those can have defined ways you’ll determine success, like, ‘Write and circulate a plan to improve employee morale that gets full buy-in from the leadership team.’” — Jay Hanlon Avoid the need for micromanagement with process management. So we’ve established that micromanagement can be good in theory, but in practice it often results in employees feeling like there is no trust or that they are being overly scrutinized and under-appreciated. Solution? Use a modern process management solution like Process Street. Workflows allow you to keep track of exactly what work is being done, and who is doing the work. Pages empower you to build and share internal company knowledge to streamline onboarding so that micromanaging doesn’t need to happen. For example, you need only point the new employee to the Pages containing the relevant onboarding information, and have the HR manager assign them to the new employee onboarding Workflow Run, and you keep all of the benefits of micromanagement with none of the downsides. And you can still incorporate frequent stand-up or one-to-one meetings so that the manager has is fully involved in the process, but in a leaner, more efficient capacity that allows employees to do their work to the best of their ability. Micromanagement is tempting because of the feeling of control it provides. Whoever’s in charge needs to focus on high-level strategy, but they don’t want to give up the ability to check in on individual team members and project progress. Recording a method to complete common tasks gives everyone specific instructions to follow. This eliminates any confusion surrounding their tasks while reassuring managers that things are being completed to their standards. Worried about how long it will take or how hard it will be to write and formalize your processes? Don’t worry. That’s why Process Street exists. Getting started with process management. Process Street lets you quickly build out a process with our Workflows feature. You can include as much or as little detail as you like with supporting images, videos, form fields (to capture extra information), and much more. Once finished, your Workflows can be run as individual Workflow Run, which will guide you along your tasks as you complete them and record your progress as you go. We describe a Workflow as a set of instructions, or as the master blueprint of a process, which outlines exactly how a specific process should be completed. A Workflow Run, on the other hand, is an individual instance of that Workflow. Think of it as a parent/child relationship. Managers then have access to previously completed (as well as currently in-progress) workflows via our Reports feature, seen below: I haven’t even gotten into the advantages of business process automation (e.g. the power to automate recurring manual tasks & hook up your workflows to your favourite business software) or our premade workflow template library (ready-made processes which you can import, use, and edit for free), but I think you get the picture. Another great alternative to micromanagement is documenting your workflows. Combined with OKRs (or even largely on its own), this technique can completely eliminate the need and desire to micromanage a team due to the benefits it brings. Don’t let your team fall victim to someone who likes to micromanage. Use the best business process management on the market by grabbing a free account with Process Street today. Micromanagement isn’t worth the hassle it creates. Even in situations where the pros of micromanagement are allowed to shine through, it ultimately isn’t worth the long-term issues and bad habits such a system creates. Despite having a team small enough to effectively micromanage, you still run the risk of alienating employees, diminishing their trust in you, making them dependent on micromanagement and causing team members to burn out. That’s why documenting your processes is so much more effective. Even if you’re small-scale, documenting processes gives you all of the benefits of micromanagement with practically none of the negatives. Instructions are given to guide employees but they retain enough autonomy to feel independent. What are you waiting for? Try it out for free at Process Street. Do you have any micromanagement horror stories? Let me know in the comments below. The post Blog first appeared on Process Street | Checklist, Workflow and SOP Software. Leave a Comment Cancel reply. You must be logged in to post a comment. Contact us Terms and Conditions About us A resource provided by© 2022 Business Process Incubator Get the BPI Web FeedUsing the HTML code below, you can display this Business Process Incubator page content with the current filter and sorting inside your web site for FREE. Copy/Paste this code in your website html code: Customizing your BPI Web Feed You can click on the Get the BPI Web Feed link on any of our page to create the best possible feed for your site. Here are a few tips to customize your BPI Web Feed. Customizing the Content Filter On any page, you can add filter criteria using the MORE FILTERS interface: Customizing the Content Sorting Clicking on the sorting options will also change the way your BPI Web Feed will be ordered on your site: Some integration examples ×
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                            [title] => The Pros and Cons of Micromanagement - Kiestu News
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                            [body] => The Pros and Cons of Micromanagement Table of Contents Consider that it costs $4,291 to replace a $10 per hour retail employee, according to Paycor research, and way more for high-skilled positions. Micromanagement isn’t just an irritation—it hurts companies’ bottom lines. Cons: Unhealthy Anxiety. At the end of the day, a micromanager is likely someone who finds it difficult to trust their employees. Cons. It is generally agreed that these managers get too involved in the work of their team. They closely oversee work, offer feedback and criticise continuously throughout the task. Micromanagers watch for errors or inadequacy while feeling they would complete the work more effectively than others. Why micromanagement is detrimental? People that micromanage can also be seen as high maintenance and exert inappropriate influence over others. Micromanagement can be so detrimental to some employees that they must move to another job for their peace of mind. It can be similar to bullying in the level of control and influence over the members of a group. How does micromanagement affect the workplace? A micromanaged workplace discourages teamwork as employees work less with each other and more or only with the micromanager. This can make employees feel undervalued and unappreciated. Teamwork creates synergy, empowers, and promotes better communication to achieve goals faster. Is micromanaging bad? The less control employees have, the lower the chances for unwanted surprises. But in reality, micromanaging is bad for employees and bad for company productivity. Remember that before getting overly involved with how employees work. Pros and Cons of Micromanagement. Today we want to put some focus on micromanagement, its benefits, and disadvantages. This is mostly a controversial topic in business. Lots of people hate it because it feels like it’s way too invasive. Others actually need a manager who is on top of them all of the time, not only because it keeps t Good micromanagers can be an asset to any department. However, this form of management comes with drawbacks. Regardless of how good the manager’s intentions are, micromanagement can lead to lack of freedom in the workplace, impact employees’ working spirit and their performance in general. The Pros and Cons of Micromanagement 6 comes to the level of control, one must determine exactly the amount of delegation that is appropriate to each employee. This is truly the first step that would lead to a manager having the temptation of micromanaging. When you micromanage, you add to the efficiency of every team member by guiding them. Of course, because you're the manager, you hold more experience than your team. Hence, when you micromanage, you impart a sense of direction to your subordinates in a continuous way. Pros: Advantages of Micromanagement. Undeniably, there is a negative connotation toward micromanagement. However, in specific scenarios that require more than an oversight, it can be useful to both the manager and his or her people, as well as practical and beneficial to the entire team or organization. Micromanagement: What are the pros and cons? The pros and cons of micromanagement. Micromanagement isn’t always a bad thing. Heavily tracking operations and trying to monitor and manage them is useful (if not necessary) when teams are still small. The problems tend to arise when the company grows and the manager can no longer effectively keep up with those elements. Pros of micromanagement Pros and Cons of Micromanagement. If your boss demands excessive control of every project and pays an inordinate amount of attention to detail, he or she is a micromanager. Micromanagement is hard on employees. They feel they are constantly being judged and found lacking. While a macromanager puts a great deal of trust in their team, a micromanager may feel like they need to oversee everything their team does. A micromanager is likely to set daily expectations, give regular feedback and hold numerous performance reviews. The most prominent example of micromanagement is forcing people to obey the so-called “company culture”. There are no fixed set of rules of the “company culture” as it can vary from one company to another, but here is a list of the most common examples: Dress code. Wearing a suit or other uniform in the office has no impact on productivity. Cons of micromanagement. As you might have guessed from the negative reputation that micromanagement has earned, this management style has many drawbacks. Here are some of the cons of micromanagement: The implication that you don’t trust your employees. Few things frustrate people more than feeling like someone doesn’t trust them. Advantages and Disadvantages of Micromanagement. View Homework Help - Pros and Cons of Micromanagement Outline from BUSI 310 at Liberty University. Pros and Cons of Micromanagement Outline I. Introduction to Micromanagement A. Micromanagement has gained a bad reputation but some traits associated with it can lead to positive outcomes in the workplace if implemented correctly. The key is building two-way trust. A typical hovering micromanager causes much disdain within a workplace to the extent colleagues become uncomfortable and productivity is lowered. Micromanagement is considered counterproductive for a leader as micromanaged employees find the working ambiance around them highly discouraging and frustrating. As per a recent study, high-demanding jobs that are micromanaged and give less control to the employees increase employee-death chance by 15.4%. All in all, micromanagement is trashing members instead of building teams. Micromanagement might be necessary when working with people new to the industry. Major cons: 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. Disadvantages of the micromanagement style: One major characteristics of a micro manager is his failure to delegate to his subordinates. Delegation is one of the keys to the success of an organization as delegation allows managers to pass on some portion of their work load to capable subordinates as they concentrate on other important issues in the organization. Guide To Macromanagement: Pros and Cons. Micromanagers have a tendency to over-edit, overcorrect, and overreact, in no particular order. Micromanagement happens when mistakes are given priority over deliverables. Not saying that substandard work should be delivered, but a good manager should prioritise speed, which a micromanager often fails to do. Micromanagement is a form of leadership which requires expert management of all work done by employees in your firm. In this article we look at the pros and cons it agrees Micromanagement. PROS. The master is always completely in control. Always aware of what is going on with their s-type. The s-type will always be dependent upon the D-type. CONS. S-type doesn’t have the ability to grow as a person. Once the micromanaging has started, it’s hard to break the s-type of this kind of management. Well, let’s look at the pros and cons of this leadership style. What Are the Advantages of Micromanagement? Thoroughly controlling a company’s operations – Micromanaging allows you to control and monitor the progress of your employees every step of the way. What Are the Pros and Cons of Micromanagement? Although not typical of an effective leadership style in business, there can be some positive outcomes to being a micromanager. Pros. Micromanagers are usually very results focused and will often strive to achieve positive outcomes for themselves. They are often highly aspirational leaders. Micromanaging Explained. Macromanagement, on the other hand, is a much more relaxed, pressure-free style of supervision. It implies less intervention from the manager’s side. Simply put, if you choose this style, your employees will be pretty much left for their own devices. Both styles have certain pros and cons. Overthinking plans of action may cause too much micromanagement, producing more challenges. Those are just some of the pros and cons of time-tracking software. If this sounds like an option your firm may consider, TimeTrakGo will cater to your wants and needs, giving you the best possible solution. Cons of e-procurement 1. Micromanagement. E-procurement software tools offer features for detailed data analytics and classification. However, the danger is you can get carried away by the multiple customization options. There may be a high number of fields which can be confusing and could reduce the platform’s reporting efficiency. Cons: Pretty squishy early on but gets a lot of hp to work with. RNG stance, dice, and summons, but with mihile link and Loaded Dice this is less of an issue. Requires some micromanagement which some people find to be annoying, I personally don't mind it. Pros. Expanding the talent pool — given the fact that remote work implies no limitations as to where you can hire from, be it in your very location or globally, you have access to a much greater pool of software developers, engineers, and any other talent profile that doesn’t require physical presence. Pros and Cons of Micromanagement Outline. The pros, cons, and considerations. In our technologically advanced world, data is more valuable than gold. Data can be used to gain insights and improve performance no matter where it is applied, from customer-facing services to the outside marketplace and to the employee experience.Yet there are caveats. Cons: The SM might be directive, relying on controlling and micromanagement instead of coaching and mentoring. It will be difficult to him to establish a full trust with the team. Pros: Good Managers are leaders and have experience with change management, so they catch on more quickly in the transformation period. List of the Cons of a Flat Organizational Structure. 1. This structure can lead to micromanagement. Because the executive team is directly overseeing the work being completed each day, entry-level staff can feel like their work is micromanaged using a flat organization structure. Cons: - micromanagement, a lot of it. You'll be constantly moving and tossing your pet around if you want to survive; - stat sticks (main/off hand) can be hard to come by; - you'll constantly spend money on arrows, bullets and food for your pet. Pretty much forces Engineering profession on hunter. Shaman Pros: The Cons of Micromanagement. While its pros are limited in scope and number, the cons of micromanagement are numerous and far-reaching. Micromanagement implies that leaders don’t trust their employees. Such trust issues undermine employee morale, leading to poor engagement and productivity. Micromanagement takes power away from the employees. Pros & Cons of Micromanaging. Macromanage vs. Micromanage. Whether your nature is to micromanage or macromanage, you'll be a better manager if you can adapt and use both styles when appropriate. Micro and macro management can both be effective. If deadlines are tight or the regulations and legal issues of your work are complex, your team may need micromanaging to get through. Here are the pros and cons of the keto diet. PROS Weight Loss “There has been anecdotal evidence of people losing weight on the ketogenic diet,” says Melinda R. Ring, MD, director of Northwestern Medicine Osher Center for Integrative Medicine. “People also report feeling less hungry than on other types of restricted diets.” As you’re weighing the pros and cons of outsourcing RCM, here’s a look at the benefits of outsourcing revenue cycle management to consider: Benefit #1 – Big Cost Savings and Increased revenue. Outsourcing your revenue management saves costs and increases your collection rates. Mistreating cast members, lot of drama. The actual consideration for the cast member treated as a number. Micromanagement. Every Day drama, drama and more drama, the culture in the work the more you kiss up the more they consider you. The hardest part of the job is working with incompetence and lack of communication. Micromanagement: There is a lot of micromanagement of workers in the store and rules are not properly enforced and have too many exceptions. 5. Health coverage: The Corporation doesn’t pay health insurance for the employees and it pushes them to get government-funded programs like the Medicaid and public housing instead of paying for them. 6. Micromanagement: Good or Evil. PROS: Digital expression, less micromanagement, increased individual value. Some other positive ideas Lewis notes were that virtual teamwork reduces micromanagement. Employees are not in a workplace building with specific hours of operation. Many jobs have more flexible schedules virtually, which can be seen as a bonus. Pros of casual dress. Employees might feel more comfortable when they are allowed to wear whatever they want to work (within reason). This could help boost the confidence of workers if they feel that their uniform was unflattering or didn’t suit them, meaning that with more comfortable employees the morale and satisfaction levels would be boosted, thus boosting workplace productivity. Micromanagement can be tempting for many managers, especially the new leaders on the block, but before jumping to a decision to micromanage a team, everyone should weigh out the pros and cons; and, as we can see, there are really no advantages to micromanagement. Lack of trust also breeds directive leadership, micromanagement, and other attitudes that are counterproductive to coaching. Read this article for examples on how I use coaching leadership in my job as a CEO: Coaching Leadership Examples. What are the Pros and Cons of Coaching Leadership? While the benefits of outsourcing has been proven time and again, the cons are not something to worry about when you have the right medical billing partner! With Rannsolve as your medical billing partner, you get better control of your billing process, real-time reports and a transparent, affordable pricing arrangement! Pros and Cons of Micromanagement in Projects. Micromanagement, which is one of the most time-consuming components of the development process, should not consume much of your time. Reputable companies hire qualified and expert project managers who can manage your project’s workflow, lead the team, and avoid micromanagement. Concentrate on your own company’s growth and personal life Cons: not so accurate in comparison with other techniques. The approach relies on detailed data from previous projects or activities. Pros: it is considered to be one of the most accurate estimation techniques in project management;. This project estimate technique deploys Work Breakdown Structure. Hearts of Iron 3 reviews, pros and cons. Liked: Much more accessible to the masses than previous Hearts of Iron games Disliked: Performance hitches and lags. Like the HoF Conquest date is 1922, and the Domination date is 1954. The slower the game speed the easier military victories become, Space is a military victory 99% of the time, and the faster the game speed the easier peace becomes. This is due to unit movement not being balanced to the game speed, or map size. The pros of deadlines, is the rewards of completing the task within the given amount of time. When you meet the deadline then it will benefit you, in which you will be able to move on to the next task or to your final destination and/or goal. The cons of deadlines, is not being able to complete the task by the deadline. Pros and Cons of Transactional Leadership. Key Autocracy Pros and Cons 2021 | Ablison Energy. Education Details: Jan 22, 2020 · Autocracy State Disadvantages List 1. The autocratic form of government critics argue that only one person exercises power through this kind of leadership. If the leader is gullible and not a good person, he or she will use his / her power to collect wealth and abuse the people. In this post, we have highlighted the Pros & Cons of working in the hospitality industry. If you are thinking about starting a career in the hospitality industry, congratulations! There are many advantages of working in the hospitality industry, which covers restaurants, hotels, travel, airlines, cruises and related companies. Pros and Cons of Outsourcing Mobile App Development. Let's face it, everyone wants a cool mobile app for their business. But having an in-house development team with the right expertise can be an overhead that may not be lucrative. This brings remote mobile application development to the limelight. But it has its advantages and disadvantages. Related.
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                            [title] => Professional Pedantry | The Pros and Cons of Micro-Managing - Affordable Comfort
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                            [body] => Professional Pedantry | The Pros and Cons of Micro-ManagingBusiness / By admin Micro-managing by its very definition is the act of exercising control of every part, no matter how small, of an enterprise. We have all probably come across the micro-manager in our working careers – and while the micro-manager has a pretty bad reputation by default, I’d like to take the time to examine both the pros and the cons of micro-managing in the hopes that we can all do a better job at work. Plus, I’d like to examine this to see if there’s a better way to manage people who can be tough to manage. I have a personal story about micro-managing that I believe could be of interest. I was running a relatively new business from an office in the Philippines and had just made the decision to move to a virtual office through Servcorp (take a look at their virtual offices here www.servcorp.com.ph/en/virtual-offices/) because I believed it was the best financial decision at the time. Once we had made the shift to working remotely it only took a month or so before the whole team had settled into our roles from around the world. Things were ticking along nicely – or so I thought. During our weekly Skype catch ups one of my team members wanted to speak to me about she felt I was handling her work. She pointed out that although she really appreciated my input, she felt that I was micro-managing her at times, and that it was making her feel like she couldn’t be trusted. I was, of course, very glad that she had spoken up. My concern was that all of the team needed more input from me, not less – and so had acted accordingly. What the reality was that many of the team were enjoying their autonomy and workload and capacity had actually increased. Not to mention the fact that our work life balance was better than ever before. So the micro-managing from my end was being negatively received, and we immediately worked out a better way. So there’s one side of the story – let’s take a look at the pros and cons of micro-management in the hopes that it helps you to make better choices with your staff. Pros You know that everything is being done exactly as you want it to be You can manage staff with complex projects – especially if they’re lacking in experience When working with new staff members it saves on training time as you can have people working straight away – just with plenty of management Ok so they are the pros. Now too bad – right? But now let’s take a look at the cons. Cons People who are micro-managed are going to become resentful, less productive and less willing to engage with the team Staff will avoid you and keep conversations to a minimum Staff won’t feel trusted or respected Pretty serious stuff, huh? As a business owner or manager you need to delegate responsibility. When you micro-manage people you fail to do this task. If you micro-manage people you don’t let others do their jobs – you try to do it for them. You might need to resort to micro-management when your employees are performing really rudimentary tasks and are easily replaced with little training or spend – but really, when is this ever the case? You need to build a successful relationship built on trust and respect. Micro-management is a fast-track way to losing staff and having a problematic working environment. By all means, observe your staff and make constructive suggestions, but if you’re a control freak you need to reign it in lest you make some critical errors in judgement. Related Posts . Pros And Cons For Relocating For Work . Business / By admin Do Not Make These Popular Tax Filing Mistakes! . Business / By admin
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                            [body] => Hands-On Managers Vs. Micromanagers Work | Business Management | Managing Employees By Neil Kokemuller Related. The Role of a Crew Manager in the Fire Brigade How Much Money Does a Maintenance Manager Make? Questions to Ask in a Management Interview Difference Between a Team Leader & an Assistant Manager Does a Company Need to Get Rid of a Boss When Employees Are Going Out on Stress Leave? Hands-on managers and micromanagers have distinct approaches to supervising employees. While each style involves a boss being very active in his management role, a hands-on manager generally is viewed as more favorable to employees. Leading by example without intruding on the talents and work of employees typically leads to management success. Hands-On Basics. A hands-on manager is actively involved in some of the same type of work as the employees he leads. In a retail environment for instance, a hands-on manager not only coaches his team of sales and service associates, but he also is actively involved in these tasks. In general, a hands-on manager spends more time interacting directly with employees and working on tasks. This contrasts with a manager who has a more hands-off approach and spends a lot of time in his office making decisions and delegating tasks. Pros and Cons. Hands-on managers often are described as leaders by example because they show a willingness to engage in the same type of work as their employees. By working closely with employees, the hands-on manager also is more aware of coaching and training needs. He has more regular contact with customers and can help build good customer relationships. A hands-on manager must be careful about getting so involved in the routine work of his employees that he becomes intrusive. This can alienate workers and prevent the manager from supervising and coaching his team. Micromanagement Basics. Micromanagers are essentially hands-on managers who overstep the bounds of management and get too involved in the work of their employees. A micromanager tends to assign tasks to employees and then hover over them while they complete the work. Rather than following up after the employee finishes the task, he closely oversees the work and offers constant feedback and critique. Some micromanagers struggle to delegate work, and they closely watch for mistakes or errors so they can jump in to help. Drawbacks. Micromanagement involves an extreme approach to hands-on management. These managers can cause major problems in production and efficiency. Too much oversight of work can demotivate workers and cause them to lose confidence in their abilities. Additionally, managers who are too involved in employees' work may not be performing their roles as managers adequately. A good manager typically spends significant time planning strategies, training and coaching employees. Taking on work that should be delegated distracts from these activities. If uncorrected, micromanagement leads to low employee morale and attrition. References Linkedin: Is 'Hands-On' Management an Excuse Not to Train Your People and Trust in Their Abilities MindTools: Avoiding Micromanagement Writer Bio Neil Kokemuller has been an active business, finance and education writer and content media website developer since 2007. He has been a college marketing professor since 2004. Kokemuller has additional professional experience in marketing, retail and small business. He holds a Master of Business Administration from Iowa State University. Related Articles. Supervision Duties of a Manager. Summary of Being a Good Manager. Management Core Competencies Defined. Top Five Tasks of an Assistant Manager. Qualities of Effective Managers Motivating Employees. Effective Communication in Career Advancement. Tips for Site Managers to Motivate Employees. Introduction to the Performance Evaluation. Should Managers Be Accountable to Employees? The Role of a Crew Manager in the Fire Brigade. How Much Money Does a Maintenance Manager Make? Questions to Ask in a Management Interview. Most Popular. 1 Supervision Duties of a Manager 2 Summary of Being a Good Manager 3 Management Core Competencies Defined 4 Top Five Tasks of an Assistant Manager
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                            [body] => What is Micromanagement? Negative Effects of Micromanaging February 19, 2021 By Hitesh Bhasin Tagged With: Management Micromanagement is considered counterproductive for a leader as micromanaged employees find the working ambiance around them highly discouraging and frustrating. As per a recent study, high-demanding jobs that are micromanaged and give less control to the employees increase employee-death chance by 15.4%. All in all, micromanagement is trashing members instead of building teams. If you are also curious about what micromanagement is and why it is considered highly dangerous for an organization’s growth, this post will help you in the process. Table of Contents What is Micromanagement? It is the way of management that includes the types of managers who attend to unimportant details. It includes a lot of unnecessary control over the team or the employee assigned the task. It is often a result of a lack of perspective and strategic vision and sometimes comes to the forefront without a realization. A bad bout about micromanaging is that people practicing it are usually in managerial positions, and thus, team management gets difficult. After the task is allotted in a normal situation, the manager would ask to contact in case of queries. Post that, he or she shall leave it to the assigned employee to show their utmost creativity. In a micromanaging scenario, the superior would watch every move, question every employee’s decision, and demand progress report more frequently than necessary. Negative effects of Micromanaging. To work in an organization, it is self-evident to find different leadership behaviors and types of control. In a dynamic work environment, it is very likely for the workers to come across micromanagers. Micromanagement follows the exact characteristics of its name when someone at a managerial or head position tries to control the allotted tasks personally and monitor everything in a team, place, or situation. This attention to detail might come in handy in small-scale projects, but the micromanager is always at the risk of missing out on the bigger picture in a large organization. Thus, over-controlling managers might create an ill-reputation in the employees’ minds due to overindulgence. Some of the damaging effects of micromanagement are- 1) Stress in managing employee’s work and home life 2) Health problems like heart problems or high blood pressure 3) Causes economic problems and job insecurity because of fear of being demoted or losing the job 4) Causes emotional strain because of verbal or emotional abuse from the seniors or leaders that might impact the self-esteem of employees negatively 5) Causes fatigue from overwork, plus it might unmotivate the employees because their efforts are not valued or appreciated 6) Negatively impacts the confidence of the employees, and they do not like to interact with managers Signs of Micromanagement. In a hierarchy of managers in a dynamic organization, the following signs make it easy to point several leaders as Micromanagers. Although this might require observing their working technique for a while, it becomes evident after that. 1. Failing to see the Wood in the Trees  The noisiest manager, who is bogged down by every minute of a project strand, is suffering from the bad bouts of micromanaging. They fail to visualize the result and thus diverge negatively from the bigger picture. 2. Demanding approval on every single task  The micromanagers find themselves unable to let go of the control over the projects. They have a sense of superiority complex about their ways of handling. Any single creative decision of diversion by the employee requires the boss’s approval, which leads to a reduced sense of motivation in the people working under the micromanagers. 3. The need for Constant Updates   The people working under micromanagers fail to carry out the more significant, more relevant tasks as they are bound in reporting the least essential details to their boss. A lack of trust starts to rule this workspace. The employees, who feel the constant need to justify themselves, are robbed of their motivation and creative space. 4. Very difficult to delegate Micromanaging shows its sound effects in a small-setting or a start-up. In a massive organization, delegation is one of the most important components of increasing productivity. Thus, micromanagers’ failure to delegate tasks due to a lack of trust and vision leads to an organizational imbalance. These managers usually end up in a burn-out state, unable to tackle the plates’ excessive load. Are you a Micromanager? – Top Hacks to check it. Do you face an inability to delegate? Do you focus on correcting little details instead of examining the big picture first? Do you not allow those employees to complete their projects who make a mistake? Do you not allow others to make decisions for themselves? Do you need constant updates on delegated projects? Do you like controlling the flow of information into and out of the department? If the answer to any of these questions is yes, then you are a micromanager. – And if you want to remove the tag of a micromanager, you should- Learn to delegate Build healthy relationships with your team Provide the right training to your employees How can Micromanagers get rid of micromanagement? There are various ways to teach healthy and productive ways of leadership. If you identify yourself as a micromanager indulging in the tactics above, some reformations can be made. Have the opinion of the employees while setting the vision and goals of the organization. Foster a two-way conversation rather than imposing your decisions on your employees. Personalize the rewards for the employees to appreciate good work. Let the employee decide how they would wish to redeem the appreciation. Focus on giving comprehensive feedback to the employees after the task, so they know your expectations from them. Though micromanage is generally associated with downsides, in some of cases, it can be useful as well. So, let us go through some of its pros and cons- Pros and Cons of Micromanagement. There are always flip sides to a coin. No organizational concept exists in extreme white or extreme black. Similarly, there are various pros and cons of micromanaging. These can be traced as follows: Pros of Micromanaging  It gives small managers more significant control of complex operations. It extends uniform and detailed information on metrics and minutia across the hierarchy. The new employees who got on-board recently can be pepped into working speedily. The reliability score increases on the people at top positions for complex projects and their execution. It imbibes the working personnel with a disciplined sense of accountability. Cons of Micromanaging It leads to a sense of annoyance and resentment from employees. These techniques are vulnerable to human-errors from both ends. It makes scaling extremely difficult for more significant and complex projects. It eradicates the employee-manager trust quotient. The employee turnover rate increases down the line In the future, employees become dependent on micromanagement and excessive guidance, suppressing their creativity and potential. 13 Ways to Tackle Micromanagement? Surviving a Micromanaging Boss. To tackle micromanagement, a host of techniques have been proposed on the part of the employees. It looks at being proactive in the allotted work so that the leaders’ urge to seek updates is reduced down the line. 1) Do not let the situations that require micromanagement arise. 2) Report about the projects proactively before being asked for it. 3) Have an upfront but formal conversation with the boss about how their excessive indulgence tampers with your productivity quotient. 4) Offer your micromanagers that you shall be open to correcting after the project is completed. Ask humbly to let you finish the allotted task with your creativity first. 5) Do preparation for scheduled calls/visits, plus be ready for surprise calls and visits 6) Learn the pattern of your boss pattern and anticipate it because when you have the info ready, your boss will call you less 7) Pay heed when your boss is showing you his/her concerns or the priorities, and then you should play accordingly 8) While giving options, you should provide two equally feasible alternatives, as ultimately, it will let you choose the option of your choice 9) To win your point at the time when the micromanager is not ready to listen to your perspective, you should share some relevant statistics or opinions of some industry experts 10) Have communication with a micromanager as per his or her strength and comfort levels 11) Be clear about your stand in company politics and try to stay on good terms with as many employees and managers as possible 12) Inform, warn, and alter your manager about key things to let him or her know that you are on their side 13) Have an email trail of the communication between you and your manager Opposite of Micromanagement – Importance of a Good Workplace Culture. The workplace setting, levels of appreciation, and positive culture permeate everything it stands for. It has been observed that leaders who invest in building an open, welcoming, and motivating work culture build an army of increasing productivity. Appreciating even the lowest rungs of the hierarchy in excellent performance sets in good-air in the organization. Only when the leaders indulge in excessive interference and ill-motivated techniques of delegation, the rot sets in. To ensure effective tackling of productive tasks, businesses are not adopting the technology in the longer run. It implies harnessing all the technical tools available, resulting in automating a host of tedious, manual tasks. It ensures efficiency at all levels of hierarchy and space for all the employees to showcase their creativity without indulgence. Final Thoughts about Micromanagement! Now, on the concluding note, we hope you would have understood what micromanagement is and why it is considered dangerous for any organization. So, have you ever worked under any micromanager? How effective do you find the tips mentioned above for handling micromanagement? Share your views and experiences with us in the comments below. Related posts:. Middle Manager | Meaning, Role, Challenges and Tips Organisational Commitment – Definition, Meaning, Components What is a Learning Organization? Peter Senge’s 5 Disciplines of Learning Top 10 Tips for Managing a Team What is Project Portfolio? Benefits & Key Terms Explained Delegation | Difference between Delegation and Work Direction Chain Of Command Definition, Levels, Features, Advantages The Importance Of Organizing Scientific Management -Principles & Techniques by Frederick Taylor Importance of Management For Every Business Organisation What Do You Want To Learn About? (Start Here). Marketing HubManagement Hub Marketing Strategy Advertising Hub Branding Hub Market ResearchSmall Business MarketingSales and SellingMarketing CareersCustomer ManagementTop 10 Lists Internet MarketingBlogging Search Engine optimization E-commerce Facebook Marketing Social Media Marketing Business Model of BrandsMarketing Mix of BrandsBrand CompetitorsStrategy of BrandsSWOT of Brands GET DAILY MARKETING UPDATES About Hitesh Bhasin. I love writing about the latest in marketing & advertising. I am a serial entrepreneur & I created Marketing91 because I wanted my readers to stay ahead in this hectic business world. Leave a Reply Cancel reply MORE INFO About Marketing91 Privacy Policy Cookie Policy Disclaimer Terms of Use Advertise Contact us Sitemap ISO 9001:2015 Certified LEARNING SERIES What is Communications Types of Communication WE WRITE ON Marketing Small Business Management Internet Marketing
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