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In recent years, employees have been complaining about the restrictive effects that micromanagement has on their morale. Research has shown that employees tend to loose confidence in their abilities and become demoralized when hovered over constantly by management. Micromanagers argue that employees need to be closely suppervised and catching mistakes early on is better for both. How do you prefer to your relationship with your manager to be?
Considering the Managerial Grid, (9,9 Team); this is the most ideal line of management providedor backed by its characteristics for instance;
Manager puts in maximum effort in work done.
Managers ensures harmony.
Manager identifies & satisfies workers needs.
Manager had got great concern for surbodinates
Manager fulfills their responsibilities.
Thanx for the invitation
Usually it's important to be Micromanaged with certain delegated but in a professional and motivated way; else Employee won't be productive the way it should be.
I carefully categorize my team in two areas based on their aptitude on assigned tasks.
1. Self-motivated
2. Demotivated
The staff under category1 does not need to be micromanaged nor closely observed as far as the final outcome is satisfactory. However, staff under category2 needs to be micromanaged.
Thanks
Delegating the work and giving authorities with clever way of monitoring give employees self confidence and I can evaluate the performance by results to redirect the plan and re spread the authorities
Regards
Delegating the work with proper supervision and monitoring/managing the result is a better way. Micromanage may be necessary only in specific cases and for certain period only.
I think that it is better to build a strong team, each member has a certain role with overlapping areas with others. the manager delegates the tasks for each member according to the roles and coordinates the outcomes for a complete job performing.
that saves the efforts and build a specialty which improve the team performance.
Well, It all depends on where you are working, what systems do you have in place, how flexible the environment is for CHANGE. Delegation is good where people take the responsibility together with accountability and knows what is required.
Micro Management is good where job is critical and lapses or delays will have huge cost bearing and may make or mar your project and work.
Strongly believe we should rename this to micro controlled and macro managed. This will help us understand on how we should manage processes and help employees develop a sense of confidence in being more productive. Better process control results in effective management of resources. It is important to let employees know what they are doing and why they need to do rather than give just instructions. Yes, in a crisis it is important to give clear directions they need to do what is told. No questions asked.
Agree on experts answers. Thanks for your invitation.
Thanks for invitation;
I do prefer "To delegate work and manage results" management style, as long as the organization's control system is good enough to immediately detecting any deviation between the "Budget" and "Actual" figures, in order to take the necessary action for correction, in addition to review related procedures to avoid any such deviation in the future.
