couldn't have said it better..
“Some people truly need to be micromanaged." I hear this all the time. It’s sad that some managers are justifying micromanagement. Micromanagement suffocates, demoralizes and kills creativity. I have seen too many employees become disheartened, stop caring, and just go through the motions until they find another job. If a manager needs to micromanage employees, they need to check their selection process. Train, mentor, and coach employees, and give them clear objectives. A manager's job is to provide guidance and support. It's not monitoring an employee's every movement. Select the right people, provide them with the proper tools and give them room to get the job done! Agree? Pick up a copy of my Amazon Best Seller, Leading the Workforce of the Future, by clicking on the link below: https://lnkd.in/exn4c6f
As a leadership style/approach, you are correct. As a leadership technique micromanagement is often essential. We tend to call it something like focus training, but make no mistake, some people feel much safer knowing you are right there validating and adjusting during the learning process. Know how to train, respect the learning style,, recognize emerging confidence, celebrate, and BUILD trust. Keeping your hand on the back of the bike until there is balance. Run next to them until there is momentum, be available always and never forget who owns that success.
The term micro-management is often perceived as bad because they are referring to nickel and dime tactics that Management tends to use to justify issues that have occurred from either poor Management or lazy and lackluster Employees. If you are training your Employees properly and they still do not grasp what needs to be done as they choose to cut out early while eating away at profits or constantly making mistakes and not learning from them then you need to hold those Employees accountable and either Micro-Manage them or cut your losses. Don't punish others by creating more red tape and making those who perform effectively have to walk on Pins and Needles. This leads into the business model that has to have meetings to discuss the plan about a meeting that was based on a prior meeting. Don't justify your time when you can use it to train/teach/assist and build a relationship with your employees to improve morale. If this is done properly it will not be perceived as micro-management but instead be considered a career thats worth working hard for to secure your businesses success.
I have been saying this for years!!! I have had several people micromanage me right out of caring and to the point I have left…why did you hire me if you think you know better???
If you were never trusted in the first place then it makes no sense employing you then…
Sometimes is too late and you loose all of your best team! Some people like yes people instead!
What happens when they appear to be the right candidate and they start working and they tank constantly. They have all the tools , but still need constant redirection to stay on task. How do you not micromanage this individual?
I agree and disagree because a you gave good leader micro management and really bad micro management a company needxa good micro management’s the one you guys talk it is the bad ine that is give to a leader with no professionalism and to get honest the world us full of it🤪🙄
Absolutely! If people aren't given the space and opportunity to express themselves as professionals, they will feel demotivated and uninterested in contributing ideas for improvement. Essentially, this turns the workplace into a temporary stopover until they find a better opportunity elsewhere.
Self directed work teams need lots of direction. AKA Leadership
QA Engineer. Automation and Manual
1moExactly why I left my last position. Loved the company until the PM created a middle management position. Hired externally. We had to train her. After getting her up to speed, she became a micromanager. When it started affecting my job and MY MARRIAGE, I walked away.