It
is a management style whereby the supervisor very closely observes the work of
individual/employees. Twice a day, Daily and weekly meeting
· Micromanagement (own resource or project
team or individual) style is built around followings:
-
Centralized decision
· Trust or insecurity
· Continuous monitoring (Daily/weekly)
· excessive Control
·
Inputs
vs comments on everything (Being as a Guidance / direction vs criticizing)
·
Always
looking for team feedback (Talking in back and trying to get the feedback from
every team player on daily basis)
·
There
is budget constraint
·
Time
constraint
·
Team
constraint
· Always look for someone for in case
escalation/failed
· Only success will be count
· This will promote authoritative management skills
· There is implication for micromanagement, those
are listed below
· This does not allow individual or team to grow and they cannot
take decision where they can make the decision
· Employee leaving people first which end having org as well
· Team never grow and always scared to take challenges
· Failures have no protection and necessary learnings
· Overtime perhaps team performance goes down
· This does not allow team for cohesive model
· Team learned what leader do
· Challenge to build true leader vs authoritative leader
· Do we really need Micromanagement?
· Yes, but in certain
circumstances. There are certain conditions where
· Big initiative and multi vendors
· this only needs at initial
stage
· No needs for Micromanagement after
certain point of time
· Time should be very time to
watch process setup
Example: Micromanagement time is needed to setup
process where things can go on smoothly (PI planning where everyone did get
involved and every participant do certain thing and commit deliverable now,
they are bound with commitment)
· prepare delegates so they can
take care
· Where hard timeline, budget,
and federal mandate
· As a leader need to keep
balance the work among the team and keep close eye on the work distribution,
that only can come through micromanagement and that is why sometimes it is
integral part of some of leaders
· Do we explain to Peer if we see similar
practice?
