Micromanaging is a control style of constantly supervising and monitoring small daily tasks assigned to an employee. Frequently this type of management is considered negative since it blocks the employee's creativity and autonomy as a professional. But, ¿ in which specific situations do you consider micromanaging would be an appropriate management strategy? Saving Changes...
Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
Veronica, Micro-managing is almost never a good thing and could reflect negatively on the team's morale. I personally experienced this. In some situations, a certain mild degree of micro-management can be digested when the team is in forming phase.
Micromanagement is a sign that one of the people in the working relationship is redundant. Figure out which and replace them.
Kiron Saving Changes...
Bob PatrinoConsultant/Project Leader| TamazariUnion, KY, United States
Micro-management is never good! Micro-management is not a sign that the person who is being directed is lacking the skills, it's a sign that the micro-manager lacks trust that the individual being led can do the job. If people are not performing their work, deal with it! It's either a "skill" issue or a "will" issue, they either can do the job and won't or they don't have the proper skills. Both cases are fixable without micro-managment.
There are times when as a leader, you will have to be more hands-on with a team member. I learned this model years ago and it is still relevant. Check it out!
Micromanaging is appropriate in specific situations such as training new employees, managing crises, ensuring quality control in high-stakes tasks, addressing consistent performance issues, and implementing complex or new systems. In these contexts, close supervision helps maintain standards, accuracy and minimize risks, balancing control with the need for oversight. Saving Changes...
Veronica, Micro-managing is almost never a good thing and could reflect negatively on the team's morale. I personally experienced this. In some situations, a certain mild degree of micro-management can be digested when the team is in forming phase.
Micro-management is never good! Micro-management is not a sign that the person who is being directed is lacking the skills, it's a sign that the micro-manager lacks trust that the individual being led can do the job. If people are not performing their work, deal with it! It's either a "skill" issue or a "will" issue, they either can do the job and won't or they don't have the proper skills. Both cases are fixable without micro-managment.
There are times when as a leader, you will have to be more hands-on with a team member. I learned this model years ago and it is still relevant. Check it out!
Community Champion
