![]() ![]() At this point, the employee will either seek guidance from the management before the deadline or will put a spurt on but with an inadequate outcome. Some thoughts like- It won’t be good enough no matter what I do, may circle around their mind. It is possible if the employee is confident and trusts their abilities.īut in most cases, some of the employees can become cautious and tentative under the circumstance of micromanagement. Is this employee likely to succeed if given complete autonomy? Micromanagers often affirm the significance of their approach by performing a simple operation by giving a task to an employee, then disappear and come back on deadline. Or specifically, when managers involve themselves in employee’s work, that directly leads to limiting the workforce’s creativity, autonomy, and input. Micromanagement or micromanaging is a management style that can be defined as the monitoring of employees in an extensive manner. But, technology like monitoring computer activities can prove to be effective for macro-management.īut before moving on to adapting macromanagement, let us go to the basics and go through a brief about micromanagement and why it is not a convenient choice of the management process. I know technology can not exactly stop micromanagement. There is a better method than extracting the tiniest slivers of speed and efficiency from your employees.īy the way: I meant seeking the help of technology. It often binds managers in an endless game of optimization that directly leads them to micromanage their employees, which is a big NO! Productivity is an intangible goal for any business. They might do it with good intentions, but somehow it impacts team morale and performance. It is not that micromanagers have intentions to control you and make you feel bad or something. So have you been or ever come across such managers? If yes, you already know what they are up to: Basically, they know everything and how everything is supposed to proceed. Something that would often make people resentful and resistant. While, if you give them too MUCH direction or try to control them to the extreme level, you could end up micromanaging your team. If you let it loose or provide some oversight and guidance and neglect monitoring computer activities, employees can end up feeling lost, demotivated and unproductive. It is almost like scratching our own heads to decide how much supervision for an employee is sufficient.
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