How to Stop Micromanaging Your Team
An article on HBR shares insights on how to deal with being the one who is micromanaging. As much as we detest it from authority figures, how easy is it to avoid micromanaging when we are in charge of a project with high stakes? How do you coach your top leaders who notoriously micromanage their teams? In situations such as telecommuting, how do you balance supervision and micromanaging? Do you have any typical cases you wish to share where you successfully resolved this issue?
https://hbr.org/2015/08/how-to-stop-...ing-your-team?
Regards
From India, Mumbai
Acknowledge(1)
Amend(0)
1872An article on HBR shares insights on how to deal with being the one who is micromanaging. As much as we detest it from authority figures, how easy is it to avoid micromanaging when we are in charge of a project with high stakes? How do you coach your top leaders who notoriously micromanage their teams? In situations such as telecommuting, how do you balance supervision and micromanaging? Do you have any typical cases you wish to share where you successfully resolved this issue?
https://hbr.org/2015/08/how-to-stop-...ing-your-team?
Regards
From India, Mumbai
Acknowledge(1)Amend(0)
Micro Management: Understanding and Addressing the Issue
Micromanagement involves concentrating on small issues, exercising excessive control, and spending too much time on details. It is often seen as an obsessive disorder at higher levels of management.
How to Control Micromanagement?
Naturally, some higher officials want to know details and provide elaborate instructions to subordinates to achieve goals or improve work outcomes. This tendency can be mitigated by providing intensive training on delegating powers to subordinates or allowing more capable individuals to handle tasks independently. This approach will reduce the tendency of senior officials to micromanage.
Delegating financial powers, purchasing powers, and the authority to reward or motivate junior-level employees without interfering in their work environment can help. The culture of local employees should be considered to avoid micromanagement. Officials should be trained to understand the local culture, especially in multinational companies, where familiarity with the host nation's culture can secure better outcomes. They should avoid implementing unnecessary procedures that disrupt the work culture, focusing instead on improving work quality and avoiding conflicts. Officials should refrain from seeking minute details when working with local people who are not part of the organization's staff.
Avoid bullying; instead, invite subordinates for dining and appreciate their work culture in getting the job done.
The Importance of Delegation and Trust
The first and foremost thing an official should know is that they cannot have all the details at their table, which is beneficial in avoiding local political interference. This understanding helps prevent micromanagement at all levels. My explanation is not exhaustive, only a sketch.
Telecommuting: A Strategy to Avoid Micromanagement
Telecommuting, or working from home, can help avoid micromanagement. The focus should be on getting the work done rather than requesting all the details of how it was completed. This is not an inquiry report for postmortem; the goal is to be achieved, so supervising is the best approach rather than micromanaging. Micromanaging should be left to the supervisor, not the higher official who expects results rather than detailed elaboration.
Trust, accountability, attitude, and culture are crucial, and subordinates should be well-informed. Otherwise, higher officials may develop obsessive, disorder-oriented, and micromanaging behavior.
Hope this is simple.
Regards
From India, Arcot
Acknowledge(2)
Amend(0)
Micromanagement involves concentrating on small issues, exercising excessive control, and spending too much time on details. It is often seen as an obsessive disorder at higher levels of management.
How to Control Micromanagement?
Naturally, some higher officials want to know details and provide elaborate instructions to subordinates to achieve goals or improve work outcomes. This tendency can be mitigated by providing intensive training on delegating powers to subordinates or allowing more capable individuals to handle tasks independently. This approach will reduce the tendency of senior officials to micromanage.
Delegating financial powers, purchasing powers, and the authority to reward or motivate junior-level employees without interfering in their work environment can help. The culture of local employees should be considered to avoid micromanagement. Officials should be trained to understand the local culture, especially in multinational companies, where familiarity with the host nation's culture can secure better outcomes. They should avoid implementing unnecessary procedures that disrupt the work culture, focusing instead on improving work quality and avoiding conflicts. Officials should refrain from seeking minute details when working with local people who are not part of the organization's staff.
Avoid bullying; instead, invite subordinates for dining and appreciate their work culture in getting the job done.
The Importance of Delegation and Trust
The first and foremost thing an official should know is that they cannot have all the details at their table, which is beneficial in avoiding local political interference. This understanding helps prevent micromanagement at all levels. My explanation is not exhaustive, only a sketch.
Telecommuting: A Strategy to Avoid Micromanagement
Telecommuting, or working from home, can help avoid micromanagement. The focus should be on getting the work done rather than requesting all the details of how it was completed. This is not an inquiry report for postmortem; the goal is to be achieved, so supervising is the best approach rather than micromanaging. Micromanaging should be left to the supervisor, not the higher official who expects results rather than detailed elaboration.
Trust, accountability, attitude, and culture are crucial, and subordinates should be well-informed. Otherwise, higher officials may develop obsessive, disorder-oriented, and micromanaging behavior.
Hope this is simple.
Regards
From India, Arcot
Acknowledge(2)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
Dear Ms. (Cite Contribution),
Thank you for sharing a wonderful article on how to stop micromanaging. I am unable to understand how this thread missed my eyes for the last three months. It's very sad to say that here in Chennai, almost all the organizations are filled with micromanagers.
Your insights on this topic are valuable, and I appreciate the awareness you bring to this issue.
Best regards
From India, Kumbakonam
Acknowledge(0)Amend(0)
Thank you for sharing a wonderful article on how to stop micromanaging. I am unable to understand how this thread missed my eyes for the last three months. It's very sad to say that here in Chennai, almost all the organizations are filled with micromanagers.
Your insights on this topic are valuable, and I appreciate the awareness you bring to this issue.
Best regards
From India, Kumbakonam
Acknowledge(0)Amend(0)
Dear Ms. (Cite Contribution),
Thanks for sharing a wonderful article on How to Stop Micromanaging. I am unable to understand how this thread escaped my notice for the last three months. It is very sad to say that here in Chennai, almost all organizations are filled with micromanagers.
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. The ostensible justification is that you do not want the 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 the consequences of an error also.
Regards,
From India, Pune
Acknowledge(0)Amend(0)
Thanks for sharing a wonderful article on How to Stop Micromanaging. I am unable to understand how this thread escaped my notice for the last three months. It is very sad to say that here in Chennai, almost all organizations are filled with micromanagers.
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. The ostensible justification is that you do not want the 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 the consequences of an error also.
Regards,
From India, Pune
Acknowledge(0)Amend(0)
Micromanaging in Verticals can be somewhat accepted. However, the Project Manager who is not aware of the job of IR or Accounts & Finance, or any irrelevant subject, and interferes in our day-to-day work will be highly irritating and make every section head feel low morale.
This is what we want to convey here regarding micromanaging. We hope you can understand the feeling of the concerned section head who is being micromanaged by their Project head.
From India, Kumbakonam
Acknowledge(1)Amend(0)
This is what we want to convey here regarding micromanaging. We hope you can understand the feeling of the concerned section head who is being micromanaged by their Project head.
From India, Kumbakonam
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Presentation3-l agaan-leadershi p.ppt
Five Ways To... Multitask at the Workplace.pdf