How to Stop Micromanaging Your Team An article on HBR shares how to deal if we are the ones who is micromanaging.
As much as we detest it from the authority, how easy is it not to micromanage when we are in charge of project with super high stakes ?
How do you coach your top leaders who notoriously micro manage thier teams ?
In situations such as Telecommute, how do you balance between supervision and micromanaging ?
Any typical case that you would wish to share where you resolved.
From India, Mumbai
1859As much as we detest it from the authority, how easy is it not to micromanage when we are in charge of project with super high stakes ?
How do you coach your top leaders who notoriously micro manage thier teams ?
In situations such as Telecommute, how do you balance between supervision and micromanaging ?
Any typical case that you would wish to share where you resolved.
From India, Mumbai
Dear Friend,
Micro Management : Concentrating on the small issues/excessive control/spending more time on details, this is an obsessive disorder at the higher level.
How to control? Naturally, some of the higher officials want to know details with an elaborate instructions given to the lower/subordinates in completing the goal/overcoming the situation for a betterment in the work done. This disorder need be plugged, by giving intensive training how to delegate the powers to the subordinates or the better ones to deal at their own level, this will curtail the senior/higher official to desist from micro management.
Delegating the financial powers in certain cases, purchasing powers, the status of giving rewards/motivating the junior level employers without interfering in their work environment. The culture of the local people/employee should be adhered to or taken into account to avoid micromanagement. The Officials should be well trained/taught to know the local people/employee culture(in case of MNC the official should know the culture of the Nation where he/she can get good deal) culture/attitude of the next below official, Should not implement simple procedures as these will hurt the work culture of the project/organisation, should adhere to the betterment of work rather than for avoidable conflict, should not ask for minute details where the work has to be done/carried out with local people who are not on the roles of organisation.
Always should avoid bullying better call the subordinates for dining and appreciating their work culture in getting the work done, etc.,
The first and the foremost thing of the official is one should know he/she cannot get all the details at his table and the same is good, in avoiding local political interference. This will help him avoid micromanagement at all steps. Mine is not elaborative, only sketchy..
Telecommute : Working from home or working away from the organisation, to avoid micromanagement, better get the work done rather than calling for all details how the work completed. This is not an enquiry report to postmortem, it is the goal need be achieved so supervising is the best criteria rather than going for micromanaging. Micro managing should be given to the supervisor to go and not by the higher official who expect the result rather than for details in elaboration.
(Trust/accountability/attitude/culture are more important and the subordinates should be well informed otherwise the higher official certainly will become a obsessive disorder oriented and there exist micromanagement)
Hope this is simple....
From India, Arcot
Micro Management : Concentrating on the small issues/excessive control/spending more time on details, this is an obsessive disorder at the higher level.
How to control? Naturally, some of the higher officials want to know details with an elaborate instructions given to the lower/subordinates in completing the goal/overcoming the situation for a betterment in the work done. This disorder need be plugged, by giving intensive training how to delegate the powers to the subordinates or the better ones to deal at their own level, this will curtail the senior/higher official to desist from micro management.
Delegating the financial powers in certain cases, purchasing powers, the status of giving rewards/motivating the junior level employers without interfering in their work environment. The culture of the local people/employee should be adhered to or taken into account to avoid micromanagement. The Officials should be well trained/taught to know the local people/employee culture(in case of MNC the official should know the culture of the Nation where he/she can get good deal) culture/attitude of the next below official, Should not implement simple procedures as these will hurt the work culture of the project/organisation, should adhere to the betterment of work rather than for avoidable conflict, should not ask for minute details where the work has to be done/carried out with local people who are not on the roles of organisation.
Always should avoid bullying better call the subordinates for dining and appreciating their work culture in getting the work done, etc.,
The first and the foremost thing of the official is one should know he/she cannot get all the details at his table and the same is good, in avoiding local political interference. This will help him avoid micromanagement at all steps. Mine is not elaborative, only sketchy..
Telecommute : Working from home or working away from the organisation, to avoid micromanagement, better get the work done rather than calling for all details how the work completed. This is not an enquiry report to postmortem, it is the goal need be achieved so supervising is the best criteria rather than going for micromanaging. Micro managing should be given to the supervisor to go and not by the higher official who expect the result rather than for details in elaboration.
(Trust/accountability/attitude/culture are more important and the subordinates should be well informed otherwise the higher official certainly will become a obsessive disorder oriented and there exist micromanagement)
Hope this is simple....
From India, Arcot
Dear Friend,
the word "Hope this is simple" is not for the micromanagement, it is for the way I did without doing any homework, in reality this needs a lot of input, and hope this is simple is for the understanding..nothing more than that ....if, my words did the confusion forgive me ...
From India, Arcot
the word "Hope this is simple" is not for the micromanagement, it is for the way I did without doing any homework, in reality this needs a lot of input, and hope this is simple is for the understanding..nothing more than that ....if, my words did the confusion forgive me ...
From India, Arcot
Dear all,
Micro-manager – the person who always pursue the perfection in all things even the smallest things.
You can find out your management style by taking this quick quiz Are you a “Micro-Manager”?
From Vietnam, Hanoi
Micro-manager – the person who always pursue the perfection in all things even the smallest things.
You can find out your management style by taking this quick quiz Are you a “Micro-Manager”?
From Vietnam, Hanoi
Dear Ms. (Cite Contribution)
Thanks for sharing a wonderful article on How to stop Micromanaging. I am unable to understand how this thread missed from my eyes since last three months.
Very sad to say that here in Chennai, almost all the organisations are filled with Micromanagers.
From India, Kumbakonam
Thanks for sharing a wonderful article on How to stop Micromanaging. I am unable to understand how this thread missed from my eyes since last three months.
Very sad to say that here in Chennai, almost all the organisations are filled with Micromanagers.
From India, Kumbakonam
Unfortunately micromanagement is seen very often in our office atmosphere.
As parents we micromanage our children to the maximum.
In offices we keep micromanaging our subordinates and stifle their growth.
Ostensible justification being that you do not want company to suffer due to any error.
Failure is unacceptable in many enterprises and this results in Micromanagement.
However one should gradually stop this habit and let our juniors learn by working.
Have the ability, heart and guts to face consequences of an error also.
From India, Pune
As parents we micromanage our children to the maximum.
In offices we keep micromanaging our subordinates and stifle their growth.
Ostensible justification being that you do not want company to suffer due to any error.
Failure is unacceptable in many enterprises and this results in Micromanagement.
However one should gradually stop this habit and let our juniors learn by working.
Have the ability, heart and guts to face consequences of an error also.
From India, Pune
Micromanaging in Verticals can be somewhat accepted. But the Project Manager one who does not aware of the job of IR or Accounts & Finance or any irrelevant subject is interfering in our day to day work will be highly irritable make every section head to feel low morale.
This is what we want to convey here in micromanaging. Hope you can understand the feeling of the concerned section head, who is being micromanaged by his Project head.
From India, Kumbakonam
This is what we want to convey here in micromanaging. Hope you can understand the feeling of the concerned section head, who is being micromanaged by his Project head.
From India, Kumbakonam
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