Micromanagement is a term used to define managers who use excess attention to the minor tasks that are supposed to be handled by the subordinate staff. It is the excessive control on the little details. It is usually the use of extreme obsession whereby the minutes of the particulars are hence causing failure directly to the management. The notion is characterized by some unnecessary requests as well as the over detailed reports. Micromanagement is known to be a difficult habit to break, and therefore a person can play downplay propensities by labeling themselves as a control freak by giving weak excuses of wanting to be close to the team.
Most of the managers are required to act as leaders with leadership skills. Leaders work together with other staffs compared to managers who are only there give orders and instructions on what is supposed to be done and how without their involvement in the task. Worst of it all micromanaging which keeps on scrutinizing workers movement and activities but without directly helping on wherever there seems to be a problem. Micromanagers should stop the act since it kills the team morale and create mistrust as well as limiting the team capacities to grow. As the managers when one concentrates on the minor details rather than the most important one for the better movement of the business or organization it slightly hampers your ability to do what is essential for the better change.
If a manager mind is full of micro-level details, there will be no room for essential picture thoughts since the brain is focusing on the unnecessary details. The managers should understand that one cannot be able to carry all the company activities. One cannot competently organize, execute, prepare or plan everything needs to be accomplished within the firm and different people within the organization have different capabilities as well as talents.
These types of managers are ego driven where they believe in themselves more than other staff, they think they are the brightest as well as the best, and no one can do better than them. They have arrogant, selfish and proud attributes which are not great. I believe that every founder and each supervisor in large business and small at all levels need to delegate some tasks to different tasks to subordinate staff. I think that everyone is capable of working in their field and there are several benefits associated with this delegation. If managers delegate lower-level priorities to subordinate staff, they can get time to concentrate on more important and urgent tasks done.
Leaders are in a position to manage their time better. With that limited amount of perishable time, wise leaders will use each precious hour to concentrate on the items which are essential and matters the most in the organization. When staffs are delegated and trusted to carry the various tasks, they feel respected and appreciated. They think energetic and loyal and become better contributors and make them feel like part of the company and remained committed to the company success. Managers who delegate the company responsibilities wisely are rewarded with their accomplishment, and all the staffs feel proud of them.
As a leader, you cannot dictate everything and expect the company vision and mission to be successfully implemented. Every successful manager should be an opportunist since they must be in a position to take advantage of the opportunities available as well as their circumstances. After the manager realizes the micromanagement behaviors in them and that it is the enemy of their success they need to stop it. Therefore, there some various things to be carried to let some micromanaging behaviors go. One of them is a need for the person to have a reflection on their practice. It is essential to understand where the micromanage attitude is coming from and why. Most of the managers are likely to suffer some insecurity issues. They are afraid that it may have a lousy picture on them if the team does not do the task in the same way they would do it, so they tend to overcompensate to avoid the failures. However, if you do not give other staffs, the opportunity one will not learn their talents and abilities to perform in that capacity. More so, it will hinder them from growing and make them move and search for a job where they can be trusted.
In real life situation, there is a wide gap between the leader and what the team members are experiencing in their field of work. Therefore getting feedback is the most crucial aspect as a way of sharing their experiences since it gives the leaders an opportunity to see how the issue is or its significance as well understanding the broader reactions and patterns on your team as well as getting feedback on your micromanaging. A good manager should be able to prioritize what matters and what does not. As a good manager and avoid the micromanaging aspects one should train and delegates and that you do not have to take everything on yourself.
Once the managers have determined the company priorities, the next step is communicating to the entire team. Having a conversation on what matters and specifying matters that they will need to seek guidance and approval. Sharing with them the responsibilities and their help will make them feel recognized, and their contribution to the organization is of great help to you. Stepping back slowly by recognizing you are not the only best worker and your services are not only the necessary for the company moving forward. Building trust is another crucial issue while trying to quit the micromanagement behavior. Since your team members are used to your ways of failing to believe them, it is the best time to come to their approval that you have to change the attitude towards them. The first step is to give your employees the psychological power of leading as well as ensuring the team members of your faith in them as well as their abilities.
As a leader ask your employees how you might victoriously carry the delegation process. By consulting they will make them feel to be part of the team thoroughly as well as approving their gratitude and feel motivated for the organization success. The best leaders hold their team accountable in a certain crucial way of avoiding micromanaging. Leaders who are not micromanagers does not mean that they leave their employees to do whatever they feel like they want to do but there is some control. George was a micromanager who used his energies to put a lot of pressure on his employees, like other micromanagers he was unable to train new employees but continuously question their actions.
As the manager or the CEO of a company what you need to make sure that the outcome or result of the business is what you needed. For more excellent result one need to hire great employees and give them room to do their job well. By providing them their space without scrutinizing them all the time as well as monitoring their step helps in building trust and making them work competently. However a good manager should carry out their managerial activity so carefully to avoid disappointing results, more so if the outcome or results are not much impressive as expected.
Taylor, B. K. (2016). Micromanagement and its Impact on an Organization’s Success (Doctoral dissertation, The Chicago School of Professional Psychology).