Africa-Press – Rwanda. When managing their teams, micromanagers will generally go over every detail; investigating a situation until they discover the root of a problem. Then, they take whatever steps necessary to resolve the problem.
From a business point of view, micromanagement is defined as a management style whereby a manager closely observes and or controls or reminds the work of their juniors or employees.
Good micromanagers can be an asset to any department. However, this form of management comes with drawbacks. Regardless of how good the manager’s intentions are, micromanagement can lead to lack of freedom in the workplace, impact employees’ working spirit and their performance in general.
Jane Nakaayi, an educator says when it comes to micromanagement; there are high possibilities of productivity being affected in the long run. On this point, she stresses that this is so because of lack of trust shown by the manager towards their team. Employees are bound to feel as though they are not trusted to perform their duties fully without being closely monitored.
She goes on to note that although micromanagers intend to improve the performance of everyone in general at work, at times this approach can impact their team’s ability to develop, especially when it comes to the employees’ leadership behaviours or skills.
Simon Mwangi, an entrepreneur in microfinance says micromanagement can discourage teamwork, because this will mean that employees would likely be working directly with their managers as there is an urge to satisfy their (managers’) demanding needs. At this point, most of the employees will not feel like discussing their work with other colleagues.
“This can have a devastating impact not only on employee satisfaction but also on creativity and collaboration, both of which can potentially lead to better performance and higher profits,” he says.
Positive side of micromanagement
According to Indeed Career Guide website, a micromanager indicates signs such as discouraging independent decision making among the team, always asking for frequent updates as well as expect overly-detailed reports on a regular basis.
Other signs include one looking at every detail rather than focusing on the bigger perspective. Some are even rarely satisfied with deliverables as well as suggesting unrealistic deadlines among other signs. Experts however point out that irrespective of all of these negative effects, micromanagement comes with advantages.
The website highlights that being highly involved and highly-engaged is one of the positive impacts that come along with micromanagement. By having a very hands-on leadership style, your employees are more likely to perform the tasks as you want them done.
This can even be a necessary leadership approach with employees who prefer direction in their work. Micromanagers know their people and the work they do and often have exceptional communication skills to provide guidance and ensure outstanding results.
Staying closely involved with tasks and processes allows managers to ensure things go according to plan, especially with business-critical tasks and key clients. They can also take care of details and prevent possible negative outcomes.
Studies also indicate that micromanagers generally behave the way they do to control the outcome, not their team. They want to ensure everything is taken care of and at the same time, teach, mentor, and enhance the skills of their teams.
Their skill is also important because managers know whom they should delegate; meaning that they usually know their team members better than anyone and when they recognise that work must be delegated, they know exactly who they should delegate to have the work completed.
