[How to Stop Micromanaging Your Team](https://hbr.org/2015/08/how-to-stop-micromanaging-your-team?)
An article on HBR shares how to deal if we are the ones who are micromanaging. As much as we detest it from the authority, how easy is it not to micromanage when we are in charge of a project with super high stakes? How do you coach your top leaders who notoriously micromanage their teams? In situations such as telecommuting, how do you balance between supervision and micromanaging? Any typical case that you would wish to share where you resolved.
From India, Mumbai
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1872An article on HBR shares how to deal if we are the ones who are micromanaging. As much as we detest it from the authority, how easy is it not to micromanage when we are in charge of a project with super high stakes? How do you coach your top leaders who notoriously micromanage their teams? In situations such as telecommuting, how do you balance between supervision and micromanaging? Any typical case that you would wish to share where you resolved.
From India, Mumbai
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Dear Friend,
Micro Management: Concentrating on the small issues/excessive control/spending more time on details, this is an obsessive disorder at the higher level.
How to control? Naturally, some of the higher officials want to know details with elaborate instructions given to the lower/subordinates in completing the goal/overcoming the situation for betterment in the work done. This disorder needs to be plugged by giving intensive training on how to delegate powers to the subordinates or allowing the more capable individuals to handle tasks at their own level. This will curtail the senior/higher official's tendency to micromanage.
Delegating financial powers in certain cases, purchasing powers, the status of giving rewards/motivating junior-level employees without interfering in their work environment. The culture of the local people/employees should be adhered to or taken into account to avoid micromanagement. Officials should be well trained/taught to understand the local people/employee culture (in the case of MNCs, the official should be familiar with the culture of the nation where they can secure a good deal), culture/attitude of the next below official. They should not implement unnecessary procedures that could disrupt the work culture of the project/organization, but rather focus on improving work quality and avoiding conflicts. They should refrain from seeking minute details when working with local people who are not part of the organization's staff.
One should always avoid bullying; instead, it is better to invite subordinates for dining and appreciate their work culture in getting the job done, etc.
The first and foremost thing an official should know is that they cannot have all the details at their table, and that is good in avoiding local political interference. This will help them avoid micromanagement at all steps. Mine is not elaborative, only sketchy.
Telecommute: Working from home or working away from the organization to avoid micromanagement. It is better to focus on getting the work done rather than requesting all the details on how the work was completed. This is not an inquiry report for postmortem; the goal needs to be achieved, so supervising is the best approach rather than micromanaging. Micromanaging should be left to the supervisor to handle and not by the higher official who expects results rather than detailed elaboration.
(Trust/accountability/attitude/culture are more important, and the subordinates should be well informed; otherwise, the higher official will likely develop an obsessive disorder-oriented and micromanaging behavior.)
Hope this is simple...
From India, Arcot
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Micro Management: Concentrating on the small issues/excessive control/spending more time on details, this is an obsessive disorder at the higher level.
How to control? Naturally, some of the higher officials want to know details with elaborate instructions given to the lower/subordinates in completing the goal/overcoming the situation for betterment in the work done. This disorder needs to be plugged by giving intensive training on how to delegate powers to the subordinates or allowing the more capable individuals to handle tasks at their own level. This will curtail the senior/higher official's tendency to micromanage.
Delegating financial powers in certain cases, purchasing powers, the status of giving rewards/motivating junior-level employees without interfering in their work environment. The culture of the local people/employees should be adhered to or taken into account to avoid micromanagement. Officials should be well trained/taught to understand the local people/employee culture (in the case of MNCs, the official should be familiar with the culture of the nation where they can secure a good deal), culture/attitude of the next below official. They should not implement unnecessary procedures that could disrupt the work culture of the project/organization, but rather focus on improving work quality and avoiding conflicts. They should refrain from seeking minute details when working with local people who are not part of the organization's staff.
One should always avoid bullying; instead, it is better to invite subordinates for dining and appreciate their work culture in getting the job done, etc.
The first and foremost thing an official should know is that they cannot have all the details at their table, and that is good in avoiding local political interference. This will help them avoid micromanagement at all steps. Mine is not elaborative, only sketchy.
Telecommute: Working from home or working away from the organization to avoid micromanagement. It is better to focus on getting the work done rather than requesting all the details on how the work was completed. This is not an inquiry report for postmortem; the goal needs to be achieved, so supervising is the best approach rather than micromanaging. Micromanaging should be left to the supervisor to handle and not by the higher official who expects results rather than detailed elaboration.
(Trust/accountability/attitude/culture are more important, and the subordinates should be well informed; otherwise, the higher official will likely develop an obsessive disorder-oriented and micromanaging behavior.)
Hope this is simple...
From India, Arcot
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Dear Friend,
The phrase "Hope this is simple" is not about micromanagement; it's about the way I approached the task without doing any prior preparation. In reality, this requires a significant amount of effort, and the phrase "hope this is simple" is meant to convey a sense of clarity and understanding. If my words have caused any confusion, please forgive me.
Thank you.
From India, Arcot
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The phrase "Hope this is simple" is not about micromanagement; it's about the way I approached the task without doing any prior preparation. In reality, this requires a significant amount of effort, and the phrase "hope this is simple" is meant to convey a sense of clarity and understanding. If my words have caused any confusion, please forgive me.
Thank you.
From India, Arcot
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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
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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,
[Your Name]
From India, Kumbakonam
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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,
[Your Name]
From India, Kumbakonam
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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
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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
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