As a HR professional. how do you deal with micro managing employees by the top management of a company?
From Kenya, Nairobi
From Kenya, Nairobi
Dear Stmwangi,
Micromanagement is a bane not just in your country but the world over. More than concentrating on where to take the company 3-4 years from now, the bosses prefer controlling their employees in day-to-day life. Little do these people understand that micromanagement holds back the growth of the company.
Anyway, your question is what an HR professional can do. The reply is HR cannot do anything as such. Rather than beating around the bush, I prefer giving a straight answer. Like many others, one of the personality disorders is micromanagement. Those who are afflicted with personality disorders are blissfully unaware of the consequences or the harm caused by the disorder. When such a person occupies a position of authority, the disorder exacerbates further. Against this backdrop, subordinates have no option and that is to make a truce with their destiny. This is because the subordinates hardly have any authority so they can bell the cat!
Notwithstanding what I have written above, I still suggest two solutions. The first one is to suggest the top boss conduct an "Employee Satisfaction Survey" (ESS). However, the bosses who micromanage are mentally weak and they are well aware their weaknesses could get exposed. Therefore, there is every possibility of this suggestion getting rejected. The second suggestion is to create a culture of feedback. While the boss may agree with this and tell the staff to take feedback from others, he/she could stonewall himself/herself for feedback to him/her. Anyway, give it a try and test your luck.
Thanks,
Dinesh Divekar
From India, Bangalore
7855Micromanagement is a bane not just in your country but the world over. More than concentrating on where to take the company 3-4 years from now, the bosses prefer controlling their employees in day-to-day life. Little do these people understand that micromanagement holds back the growth of the company.
Anyway, your question is what an HR professional can do. The reply is HR cannot do anything as such. Rather than beating around the bush, I prefer giving a straight answer. Like many others, one of the personality disorders is micromanagement. Those who are afflicted with personality disorders are blissfully unaware of the consequences or the harm caused by the disorder. When such a person occupies a position of authority, the disorder exacerbates further. Against this backdrop, subordinates have no option and that is to make a truce with their destiny. This is because the subordinates hardly have any authority so they can bell the cat!
Notwithstanding what I have written above, I still suggest two solutions. The first one is to suggest the top boss conduct an "Employee Satisfaction Survey" (ESS). However, the bosses who micromanage are mentally weak and they are well aware their weaknesses could get exposed. Therefore, there is every possibility of this suggestion getting rejected. The second suggestion is to create a culture of feedback. While the boss may agree with this and tell the staff to take feedback from others, he/she could stonewall himself/herself for feedback to him/her. Anyway, give it a try and test your luck.
Thanks,
Dinesh Divekar
From India, Bangalore
Bosses must know that Micromanagement will drag down performance, speed and quality of work entrusted to workmen. Allow people to make mistakes and teach them learn from mistakes and never to repeat them. One of the dysfunctions for a team is lack of trust,. Please ask your bosses to read the book 5 Dysfunctions of a Team by Patrick Lencioni.
Best wishes
From India
Best wishes
From India
As my colleague Dinesh has pointed out this is a world wide problem in every walk of life.
It is a subject that has millions if not billions of words written about it. There is a huge amount of information about dealing with problem, including many books, some which you should find in your nearest library.
More immediately, google and the internet is your friend.
https://www.google.com/search?q=how+to+handle+micro+managers&rlz=1C1CHBF_ en-GBAU734AU734&oq=how+to+handle+micro&gs_lcrp=EgZjaH JvbWUqBwgAEAAYgAQyBwgAEAAYgAQyBggBEEUYOTIHCAIQABiA BDIHCAMQABiABDIHCAQQABiABDIHCAUQABiABDIHCAYQABiABD IHCAcQABiABDIHCAgQABiABDIHCAkQABiABKgCALACAA&sourc eid=chrome&ie=UTF-8
From Australia, Melbourne
It is a subject that has millions if not billions of words written about it. There is a huge amount of information about dealing with problem, including many books, some which you should find in your nearest library.
More immediately, google and the internet is your friend.
https://www.google.com/search?q=how+to+handle+micro+managers&rlz=1C1CHBF_ en-GBAU734AU734&oq=how+to+handle+micro&gs_lcrp=EgZjaH JvbWUqBwgAEAAYgAQyBwgAEAAYgAQyBggBEEUYOTIHCAIQABiA BDIHCAMQABiABDIHCAQQABiABDIHCAUQABiABDIHCAYQABiABD IHCAcQABiABDIHCAgQABiABDIHCAkQABiABKgCALACAA&sourc eid=chrome&ie=UTF-8
From Australia, Melbourne
Hi Stmwangi,
Dealing with micro-management from top management can be challenging, but as an HR professional, there are several steps you can take to address the issue:
Observe and Gather Information:
Begin by observing the situation objectively. Document specific instances of micro-management, noting what happened, who was involved, and how it affected the employees and the work environment.
Establish Open Communication:
Foster open and honest communication with both the top management and the affected employees. Create a safe space for employees to express their concerns without fear of reprisal.
Educate on the Effects of Micro-management:
Provide education to both the top management and employees about the negative impacts of micro-management. Help them understand how it can stifle creativity, hinder productivity, and decrease employee morale.
Facilitate Feedback Channels:
Encourage regular feedback sessions between managers and their direct reports. This can help in building trust and allow for constructive conversations about work processes and expectations.
Provide Training and Development:
Offer training programs for managers to improve their leadership and communication skills. Focus on topics like delegation, trust-building, and effective feedback techniques.
Set Clear Expectations:
Help the top management clarify their expectations for employees. When expectations are well-defined, it reduces the need for constant oversight.
Promote Empowerment:
Encourage managers to delegate tasks and responsibilities appropriately, and to trust their employees to complete them effectively. This can empower employees and reduce the need for micro-management.
Advocate for Autonomy:
Advocate for a culture of autonomy and trust within the organization. Help top management understand the benefits of allowing employees the freedom to make decisions within their roles.
Implement Performance Metrics:
Establish clear and objective performance metrics to measure employee progress and success. This can help in evaluating performance without resorting to constant supervision.
Coach and Mentor Managers:
Provide ongoing support and coaching to managers who struggle with micro-management tendencies. Help them understand the value of giving employees room to grow and learn.
Seek Senior Leadership Involvement:
If the issue persists, consider involving higher-level executives or the CEO. They may be able to provide additional guidance and support in addressing the micro-management behavior.
Monitor Progress and Follow Up:
Continuously monitor the situation and track progress. Follow up with both the top management and affected employees to ensure that improvements are being made.
However, addressing micro-management is a gradual process that requires patience and persistence. By taking these steps, you can work towards creating a more empowering and productive work environment for everyone involved.
All the best.
Thanks
From India, Bangalore
Dealing with micro-management from top management can be challenging, but as an HR professional, there are several steps you can take to address the issue:
Observe and Gather Information:
Begin by observing the situation objectively. Document specific instances of micro-management, noting what happened, who was involved, and how it affected the employees and the work environment.
Establish Open Communication:
Foster open and honest communication with both the top management and the affected employees. Create a safe space for employees to express their concerns without fear of reprisal.
Educate on the Effects of Micro-management:
Provide education to both the top management and employees about the negative impacts of micro-management. Help them understand how it can stifle creativity, hinder productivity, and decrease employee morale.
Facilitate Feedback Channels:
Encourage regular feedback sessions between managers and their direct reports. This can help in building trust and allow for constructive conversations about work processes and expectations.
Provide Training and Development:
Offer training programs for managers to improve their leadership and communication skills. Focus on topics like delegation, trust-building, and effective feedback techniques.
Set Clear Expectations:
Help the top management clarify their expectations for employees. When expectations are well-defined, it reduces the need for constant oversight.
Promote Empowerment:
Encourage managers to delegate tasks and responsibilities appropriately, and to trust their employees to complete them effectively. This can empower employees and reduce the need for micro-management.
Advocate for Autonomy:
Advocate for a culture of autonomy and trust within the organization. Help top management understand the benefits of allowing employees the freedom to make decisions within their roles.
Implement Performance Metrics:
Establish clear and objective performance metrics to measure employee progress and success. This can help in evaluating performance without resorting to constant supervision.
Coach and Mentor Managers:
Provide ongoing support and coaching to managers who struggle with micro-management tendencies. Help them understand the value of giving employees room to grow and learn.
Seek Senior Leadership Involvement:
If the issue persists, consider involving higher-level executives or the CEO. They may be able to provide additional guidance and support in addressing the micro-management behavior.
Monitor Progress and Follow Up:
Continuously monitor the situation and track progress. Follow up with both the top management and affected employees to ensure that improvements are being made.
However, addressing micro-management is a gradual process that requires patience and persistence. By taking these steps, you can work towards creating a more empowering and productive work environment for everyone involved.
All the best.
Thanks
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt