There are many management types that a manager can follow; some of them can be really successful while others can drive employees to leave, and leaving here means that they’re actually leaving the manager not the company.
There’s one type of management that has been very controversial, some say it is effective and successful and others always complain about it; this type is Micromanagement.
Many employees complain about being micromanaged and dislike this type of management. While employees keep complaining, some managers don’t even realize they are using this type to manage their team.
So, if you’re a manager and you’re micromanaging your employees, here are some pros and cons to this type of management.
Space of Freedom
Micromanagement gives the employees a space of freedom when it comes to making mistakes.
There will be internal mistakes that won’t reach the client, only the manager will see them. So, there will be a space for the employees to make mistakes and learn from them without being anxious the whole time.
This will actually give them the time to learn properly.
Making Sure Results Are Accurate
This will give the manager a little bit of peace of mind that they will get the result they want.
If there’s an important project that needs accurate results, micromanaging can help to get the results that the manager wants. Every step will be supervised so whenever the manager wants to edit or change something, it will be easily done.
The whole process will go according to what the manager wants.
When a manager interferes in every task’s details, mistakes will be avoided.
As we mentioned earlier, there will be a space of freedom to make mistakes and learn from them. This will lead to every time the team starts to work on a project or a task, its members will avoid making mistakes.
Also, the fact that the manager is interfering in every step will make him notice all the mistakes, therefore he or she will point them out and in the future, they will be avoided.
Micromanagement in fact wastes a lot of valuable time.
Instead of using the time to actually focus on work and supervise the team, it will be wasted on focusing on other teams’ tasks.
You should trust your team more and believe that they can come out with the best results without your guidance or supervision. Interfering in every little detail will waste your time and the team’s and this might even affect the deadline.
When you start to focus on every tiny detail, you will feel burnt out.
Asking about every single detail and monitoring everything will waste your energy; at the end of the day, you won’t have the time nor the energy to do anything else.
You will waste a lot of effort on interfering in your employees’ tasks when you can use this effort in something else that could benefit the business.
Employees actually hate micromanaging, because it negatively affects them in every way.
As a manager when you get into every task’s details and in every detail of the process, you will irritate your employees for too many reasons. You will be wasting their time and they will lose focus every time you ask them about something.
They will also feel that you don’t trust them and that they can’t use their experience nor skills when they’re working on a task.
You focus too much on the details because most probably you’re anxious, which will reflect the whole company.
When you keep interfering and ask how everything is done, you will make your team anxious; they will feel stressed and bounded. They won’t feel free to work comfortably and take the time they need to bring you the best results.
In fact, they will be worried and anxious because you keep interrupting them.
When you control every task and the way your team works, you’re limiting their creativity.
If everything went according your way, your team won’t be creative. You will find yourself rejecting many ideas since you will want things to go according to you to get the results you need. So, with time you will find that your team will struggle with coming up with creative ideas, and their performance won’t improve.
So, if you’re a manager who’s using this type of management, you need to consider how your employees react towards it.