![]() Therefore micromanagement done right can have positive effects not only on the overall outcome but on the morale, productivity and culture.Įvery leader dreams of having people who he can trust and rely on, people who have an eye for details, who can pay extreme attention to what others are doing and who can get things done perfectly. Good micromanagers can be the safety net that any department needs. Same applies to other departments and internal processes such as during onboarding new employees, updating systems, implementing changes etc. If there is a customer complaint that can damage your company’s reputation and your head of Customer Care is a micromanager he will go over every detail, investigate the situation, try to locate the root of the problem and try to handle the situation in the best possible way. They can add value to almost any given department. Since their goal is a perfect end-result they have to find ways to get all involved people on board who call for different ways of guidance, feedback and motivation.ħ. They can adapt their style to different characters. A micromanager has probably done the tasks he is delegating and can make the right decisions when delegating.Ħ. I personally know many of the later ones and I call them "the forward managers" cause most of the day they forward emails to their team without even reading them. It is better to have a micromanager who knows the job his team is doing than a macro manager who delegates without knowing what it takes to get a certain task done. They know what, when and to whom they can delegate. And understanding sets the bases for knowing when to push and when to step back and give them some space.ĥ. They know the skills, strengths and weaknesses of their people, and can understand them pretty naturally. Micromanagers can put themselves easier in the shoes of the others cause they know what it takes to get the tasks done. Micromanagers want to control the outcome, not the people involved.Ĥ. ![]() And it involves teaching, mentoring and pushing people to their potential on the go, hence constantly improving their skills. It's about wanting to reassure that every single detail is being taken care of. Being a micromanager is not about waiting for people to make mistakes. No leader wishes to correct mistakes but hopes that when they recheck the situation the feedback is rather positive than negative. ![]()
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