Posted in Blog, Business Inspiration, Leadership Inspiration

Micro-Manage or Not to Mirco-Manage

Manager Yelling in the Phone

What is the definition of micro-management? It means a manager’s management style who closely observes or controls subordinates’ work and manages excessive control and attention to detail. The manager lacks trust, is never quite satisfied, enjoys finding errors in others’ work, and wants to control all the decision-making. Micromanagement usually has a negative effect in the workplace.

This topic has a lot of different opinions and viewpoints. Here is my perspective; there may be times as a Leader you will have to utilize micro-managing aspects with a staff member.

Possible reasons of when to use some aspects of micro-management positively:Β 

You need to review employees’ workflow, time management, work performances, and when an employee is experiencing a lack of motivation and focus with tasks or is just plain struggling with work performance. When this occurs, assist the employee through coaching and give additional training and feedback, including an action plan to help them succeed.

The choice is up to the employee if they want to succeed by accepting the coaching, training, and action plan. The leader can provide the guidance and tools; however, it is truly up to the employee to be open to success through listening, asking additional questions, and being accountable for their career. The employee needs to take responsibility for their mistakes and correct them by learning from those mistakes and doing it right.

Possible situations for constructive feedback, review of performance, coaching tips, and additional training:

  • A new employee
  • A new project or implementation of procedures
  • A high profile case
  • Highly confidential material or circumstance
  • An employee is making continual mistakes
  • An employee not understanding how to accomplish the task

When to prepare a corrective action plan including scheduled dates and times to meet with the employee to review their work performance:

  • An employee is not meeting the minimum standards
  • An employee is not following policies and procedures
  • An employee is not following security and safety guidelines

A good leader knows when to use some elements of micro-managing and when not to micro-manage their employees. Knowledgeable employees, understand the expectation, accomplish their goals, have a good work ethic, and do a good job should not be micro-managed. A good leader is part of the solution through open, honest dialog with good suggestions on improving their work performance and meeting their goals. ~ Patti

Become a Better Leader [e-Book]Β Click here to download your copy.

Comments are always welcome and please share this post with your colleagues, friends, family and on your social networks!

6 thoughts on “Micro-Manage or Not to Mirco-Manage

  1. This is a great article. This subject could get a lot of discussion, mainly from the ones who have had bad experiences with micro-mangers as bosses. When they hold their employees back. I do love the points that you make, if they are kept in the training mode.

  2. Hi Patti – in addition to the scenarios you mention above, micro management as your describe may be appropriate in a highly-regulated industry πŸ™‚ Sian

Leave a Reply