Post by rabia994 on Mar 9, 2024 8:46:13 GMT
Being thorough and involved in team activities can be considered qualities of a good leader. But when these exceed normal limits and begin to “suffocate” collaborators, they can produce results contrary to what the leader expects. This phenomenon is known as micromanagement and can negatively affect teams and companies in general. Learn what this management style consists of, how it impacts and what can be done to avoid it. What is micromaging? Micromanagement is a style of personnel management that is too rigid, which involves excessive supervision or control of the tasks entrusted to employees. Micromanagement generally has to do with the personality of the manager or superior and not necessarily with instructions from the company. Exemplary leadership What are the characteristics of a micromanager? In practice, micromanagers can do things like: Constantly question any decision or proposal from your team members. Tell you exactly what and how to do your duties. Inspect small actions and even. And, as extreme as it may seem, sit down with the person to closely supervise their work. And although your intentions may not be malicious, but only with the objective of ensuring the achievement of better results with the minimum possible errors, this method can be a nightmare for your collaborators and - contrary to what you expect - damage productivity, the work environment and therefore, the achievement of objectives.
Micromanagement is usually the result of a controlling and highly demanding personality or even driven by the manager's fear and insecurity. Some of the features it may present are: Difficulty in entrusting responsibilities to collaborators, that is, in delegating. Inability to recognize talent in team members. Very critical feedback towards your collaborators. Ignore the opi America Cell Phone Number List nions of team members by not considering them relevant. Distrust towards new employees. Anxiety and irritability, caused by the overload of work for oneself and the other members. What are the results of micromanagement? Without a doubt, paying attention to details can have positive effects on the different departments that make up a company, even more so when a correct performance evaluation is carried out. But micromanagement goes further, causing anxiety, frustration, loss of confidence and motivation, and logically poor performance. Furthermore, this practice can lead the manager to neglect more relevant functions, as it consumes much of the time and effort that should be used in more strategic tasks, which is harmful to himself and the company. Learn of the main drawbacks of micromanagement: Loss of self-confidence, motivation, creativity and initiative of employees, who may even appear insecure doing tasks they already mastered, reducing their productivity.
It hinders communication and generates distrust between collaborators and managers. Problems in retaining talent and brakes on the internal promotion of collaborators, causing the talent that the company already has to be wasted and forcing constant selection processes to begin. Diffusion of a tense environment, causing discrepancies, conflicts and even irreversible damage to the work environment. Inefficient team results, depending completely on the micromanager. With all this, micromanagement can affect the mental and physical health of employees and even those who exercise it. How to avoid micromanagement? tips to avoid it with simple actions Organize monthly or biweekly meetings to clearly explain to team members the tasks to be performed, delivery dates, what their purpose is and objectives to be achieved. Set SMART goals for each employee and make them aware of exactly what you expect from them. Implement a monitoring plan in which you highlight the exact points on which you want to receive information. This can be through very brief meetings or ask them to share progress reports with you from time to time. Listen to your team, ask them to contribute ideas and keep them aware of the difficulties that exist in carrying out a task or ask them if they require anything to meet their objectives.
Micromanagement is usually the result of a controlling and highly demanding personality or even driven by the manager's fear and insecurity. Some of the features it may present are: Difficulty in entrusting responsibilities to collaborators, that is, in delegating. Inability to recognize talent in team members. Very critical feedback towards your collaborators. Ignore the opi America Cell Phone Number List nions of team members by not considering them relevant. Distrust towards new employees. Anxiety and irritability, caused by the overload of work for oneself and the other members. What are the results of micromanagement? Without a doubt, paying attention to details can have positive effects on the different departments that make up a company, even more so when a correct performance evaluation is carried out. But micromanagement goes further, causing anxiety, frustration, loss of confidence and motivation, and logically poor performance. Furthermore, this practice can lead the manager to neglect more relevant functions, as it consumes much of the time and effort that should be used in more strategic tasks, which is harmful to himself and the company. Learn of the main drawbacks of micromanagement: Loss of self-confidence, motivation, creativity and initiative of employees, who may even appear insecure doing tasks they already mastered, reducing their productivity.
It hinders communication and generates distrust between collaborators and managers. Problems in retaining talent and brakes on the internal promotion of collaborators, causing the talent that the company already has to be wasted and forcing constant selection processes to begin. Diffusion of a tense environment, causing discrepancies, conflicts and even irreversible damage to the work environment. Inefficient team results, depending completely on the micromanager. With all this, micromanagement can affect the mental and physical health of employees and even those who exercise it. How to avoid micromanagement? tips to avoid it with simple actions Organize monthly or biweekly meetings to clearly explain to team members the tasks to be performed, delivery dates, what their purpose is and objectives to be achieved. Set SMART goals for each employee and make them aware of exactly what you expect from them. Implement a monitoring plan in which you highlight the exact points on which you want to receive information. This can be through very brief meetings or ask them to share progress reports with you from time to time. Listen to your team, ask them to contribute ideas and keep them aware of the difficulties that exist in carrying out a task or ask them if they require anything to meet their objectives.