Should you micromanage your employees?

Should you micromanage your employees?

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If you are running a business, you must already be aware of the term micromanagement. It is the style of running a business that involves direct supervision of the leader and even intervening with the routine tasks of the employees. Many consider it is not an ineffective style of leadership but before rejecting the idea, we need to understand the importance of micromanagement.

You may have heard bad things about leaders who micromanage but often, there are problems within the organization that indicate this is exactly what you as a leader should be doing. You may not always get loyal and hardworking employees. What if you have to manage a team that can only perform if you are directly involved with their work? If you are stuck in the dilemma that whether or not to micromanage your team, read further.

When should you micromanage your employees?

There are times you have to keep a close eye on your employees and review how they work if you want them to perform their tasks precisely. The only time its most effective is when your employees are consistently underperforming and they need additional help. Being in direct control of their work means you will achieve the results that you desire.

Here are some of the situations where micromanaging is mandatory:

  • When you have hired a new employee and they are on training. In that case, you have to be sure they understand their tasks.
  • When an employee’s behavior is causing problem for other employees and it is disrupting the function of the organization. Such employees tend to be more careful when they are put under the microscope.
  • When the company has started a new project or a new line of business.
  • When you want to identify problems within the team or organization, look for solutions and avoid risk.
  • When the company is facing financial or legal problems.
  • In hazardous industries or when your employees are performing high risk activities. This is done for the safety of the people and the business.
  • When you are changing the business strategy and business process as it will be changing the roles and duties of your employees.
  • When there is a complaint about the product or service. This calls for identifying the problem and eliminating it before it causes serious damage.

Micromanaging does not always leave a positive impact on your employees and business. In some cases, micromanagement can also go wrong since too much of it can be counterproductive. It can kill the desire in your employees to learn and grow. When an employee feels like he is being constantly watched and he will be interrupted too, it affects performance. Some people perform well when they are given space. If such people are controlled, it kills their motivation and desire to innovate. In worst cases, such employees quit the job. If you don’t want a culture like this in your organization, you can make alternatives to micromanagement a part of your company’s operations to ensure all the day’s tasks are performed up to your standards and on time.

Editor

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