Micromanagement is a management style that often involves close observation and control of the people working for a manager. So many negative things have been said about micromanagement and how it affects the work productivity, morale, and motivation of employees.
Some may think that managers or bosses micromanage because they want the job done by using their methods, and they just don’t trust anybody else to do the job right. Some also feel that it has something to do with their passion to do things exceptionally well. That’s why they’ll do what’s needed to help their people do things exceptionally well, too.
When it comes to micromanagement, it’s best to look at the bigger picture. You’ll see that micromanagement can even be beneficial in certain situations. Whether you’re on the giving end or the receiving end of micromanagement, there are lessons to learn and benefits to be enjoyed.
Micromanaging is a good way to guide your team toward new directions
Micromanagers may not be popular or well-liked, but they are often strong and trusted people. They are reliable, and they can get the job done. They are experts at what they do, and they are always deeply involved and invested.
That’s why they are also the best people to lead and guide their teams to new projects or unknown territories. Micromanaging can ensure that everybody is on the same page, and no one gets left behind.
Micromanaging is an effective way to solve small problems before they become even bigger problems
Because micromanagers are tuned into the work rhythm of their team or their people, they can quickly spot problems that may arise and find ways to resolve them effectively before they can cause even bigger problems in the future.
Micromanaging is a helpful method to train people to receive feedback
Micromanagers are always in close supervision of their team members. When an error is committed or if something is done superbly and deserves a commendation, they can give encouragement and helpful and positive feedback. The team members can use this feedback to do better next time or to keep doing whatever good thing that they’re doing.
Some people just perform better when they are micromanaged
Let’s face it. People have different capabilities. Their ability to understand new concepts or learn new skills will not be the same as with the rest of the people in a team. Some may require constant supervision and guidance to keep up. This is where micromanaging can help someone to learn everything they need to perform at their best.
Micromanaging often produces the best talents
Micromanagers are relentless in their pursuit of teaching the people in their team to grasp new concepts and skills and to simply outperform themselves. They push their people to work harder and work smarter. As a result, they are often left with the most disciplined, most hardworking, and most goal-oriented people in the company. Micromanaging may have its pitfalls, but it certainly has its advantages, too.