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Is Micro Managing A Strategy?

by Susan Leighton - September 27, 2016

Is Micro Managing a Strategy?
 
At one time or another I am certain that everyone has come into contact with a control freak boss.  You know the type.  He or she doesn’t trust that you will do a good enough job on a presentation. So they have to review every single PowerPoint slide making the whole process excruciating.  Or my personal favorite, you receive a direct email from a colleague in your line of business only to have that same email forwarded to you from your manager two minutes after you received the original email with a huge FYI as the subject line.  Crazy, right?  Unfortunately, these scenarios happen all too frequently in the world of business.
 
Most people want to do well in their positions.  They don’t deliberately set out to fail.  I also understand that corporate life can be stressful with tight deadlines and unrealistic expectations. Then there is the “everyone is expendable” mentality that is running rampant in some organizations.  There is pressure to always be over-achieving and over performing. Frankly, it’s exhausting! Some managers believe that every employee has to be treated equally so therefore everyone is micromanaged.  The reality is that not every employee needs this level of examination. 
 
My friends who are managers are quick to point out to me that certain people do need to be micro-managed.  I will admit there are employees that underperform and struggle with understanding their positions.  Those employees will need extra coaching and mentoring. They will need to be scrutinized a little more vigorously than the employees that are meeting or exceeding their goals on a monthly basis. All I am suggesting is that you can monitor what your associates do without making them feel as if they are one step away from getting a box and a pink slip.
 
Micro-management is also about the fear of relinquishing control.  Some managers feel as if their associates will not know what to do unless they are constantly telling them what to do.  Which brings me to the cardinal rule of any team endeavor.  Trust in your people. Trust that they will do the right things.  Trust that you have given them the right tools to be successful in their jobs.
 
Instill confidence in your employees, not apathy, fear or annoyance. Sometimes all it takes is a little encouragement to get someone moving in the right direction.  Communication is also key to ensuring that your associates understand what they need to be doing on a daily basis.  The corporate world is all about change and going with the flow.  Flexibility is a great trait to have but if priorities keep changing every week, it is easy for some employees to get confused and frustrated.
If you are open and willing to discuss changes with your associates, you can help them cope with additional responsibilities or tasks.  If you listen to them and answer their questions, you won’t have to micro-manage them because they will be informed and they will know how to perform.  If you choose to have the “this is our job and we must do what we’re told” mentality, that may alienate some individuals. It is possible to be professional but also show that you care about your employees. 
 
Every relationship in life is a give and take situation.  Collaboration is key to having successful relationships. Without collaboration, what you have is a dictatorship.  I realize that is a strong analogy but when you are hovering over your employees and not allowing them to essentially think on their own, collaboration cannot exist. The end result is an associate who has no interest in improvement and eventually will find another job with another business.  
 
Not everyone will be an exceeds expectations performer.  If you have an associate who meets his or her goal month after month, ask them how they want their career to proceed.  Don’t assume that they will want to be that over-reaching employee. Let them be in control of their destiny.  In the end, your workers will be satisfied and your company will retain talented individuals.
 
 
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