Management styles vary a lot, and for obvious reasons. Managers and their teams are very different, and what may be useless for one might be the best trick ever for the next. One management style that is often the topic of hot debates is micromanagement. People may hate or love it while pretending not to – but everyone has heard of it.
The term micromanagement is among the most reviled in a manager’s vocabulary. And rightly so! When we typically talk of a micromanager, we envisage a tough manager with thick glasses who keeps an eye on everything under the roof of the workplace, an office’s big brother. Additionally, we assume some more things about this hypothetical manager, most of which are harmful. It happened because micromanagement has earned a negative reputation over time. But is that the correct conclusion? Let’s find out.
The usual definition of micromanagement covers a few things – hyper fixation on details, an abundance of updates, and an extreme level of engagement with employees. Beyond the basics, we also understand that a micromanager’s approach is designed to achieve the highest level of productivity and efficiency possible. A tinge of perfectionism is clearly visible. Overall, the road to micromanagement is paved solely with good intentions.
But, issues arise when we begin to analyze the impact of micromanagement on employees. It has been noted that the critical features of a micromanager’s style can pose significant challenges to achieving goals. Excessive attention to detail that may not be crucial in the long run is an easy way to derail projects and run them behind schedule. Moreover, the time and efforts spent on irrelevant documentation are wasted. It also demotivates employees who do not feel confident and trusted. In the end, the manager might lose touch with their team members, who feel stressed and disengaged at work.
So, what should managers do? First, you should read more about micromanagement and why managers should avoid it at all costs.
As all coins have two sides, so does micromanagement! Although we have noted the several harmful effects of micromanagement, that may not always be the case. When you are in a managerial role, there are times when you will need to hold the hands of your team members closely and walk them through each and every loop on the way. Say, for instance, when you have a new team member and are running short on time. Micromanaging things – with significant involvement and constant checks – is the way to go.
Similarly, there can be other situations where you must don the thick-rimmed glasses and become your most pedantic self to row the boat across. The key is to note that management style is contingent on the circumstance. Moreover, it would be best if you tried not to hold a rigid view on adopting a particular management style. You can also read when micromanagement can be a good option and see how it works!
Now that we have understood that there is no straightforward answer to the conundrum of micromanagement, you might be wondering what you should do. Managers need to adapt approaches to situations; therefore, you will have to increase or decrease the intensity of your micromanaging tendencies. Before doing so, it would be best if you were aware of your micromanagement habit.
Initially, you might try to notice your behavior with your team consciously. But, that assessment has its own troubles, as it is mired with biases and subjectivity. A holistic approach is needed to overcome these limitations, which is available here. You can use this free micromanagement assessment to check how strong your micromanagement habits are.
The free micromanagement assessment helps you in many ways. Firstly, you will know where you stand on the micromanagement spectrum. Secondly, you can use this information to identify areas that might be affected. Once you know weak spots, you can concentrate your efforts on them better. Lastly, taking this assessment will aid in creating a healthy environment by eliminating harmful practices. All in all, you can unlock hidden productivity in your team with the micromanagement assessment.
You can empower your teams to achieve more when you better understand micromanagement and your management style. Further, guiding as needed and autonomy when required is an excellent way to become a great manager. Adapting your approach will also benefit you because you can connect with your team better when you know them better. In totality, it is crucial for you to learn about micromanagement and yourself for the success of your and your team’s efforts.