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micromanaging

When Micromanaging Can Be A Good Thing

Micromanaging has such a bad reputation that some managers never even want to consider the possibility of micromanaging their employees. But is it really that bad, or is it possible that micromanaging can be a good thing?

Most of us know how bad it is to be micromanaged. If you haven’t experienced it yourself, you probably know someone who complains about it constantly. Being micromanaged can make you feel irritated and incompetent. Micromanaging has such a bad reputation that some managers never even want to consider the possibility of micromanaging their employees. But is it really that bad, or is it possible that micromanaging can be a good thing?

When micromanagement is bad

Sometimes managers try to micromanage employees who are actually doing their jobs and produce work of satisfactory quality. This can lead to them feeling worthless and depressed, and can eventually drive them away. The problem is that not all employees produce perfect work.

Micromanaging can be a good thing

Certain situations warrant micromanaging. If you’re a manager that is afraid to micromanage your employees, consider the following instances:

New employees

When you appoint a new employee, or assign an employee to a new task, you should be training them until they get the hang of things. A new job can be overwhelming, and if they’re unsure of what is expected of them, they might drop some balls. Competence would come much faster if an employee has more of a manager’s time and attention in the beginning. Take care not to do their job for them though, you just need to train them.

The business is in a crisis

When a business goes through a crisis, employees will need even more detailed guidelines. Employees may be working on tasks they don’t normally do, and managers need to work more closely with staff members. To ensure everything gets done, micromanaging certain tasks can be helpful.

Persistent poor quality work

When an employee persistently produces poor quality work, you should pay more attention to them. As their manager, you should find out why their work isn’t up to standard, but more importantly, work with them to turn the situation around. You might be dealing with a slacker – read here to find out more.

Deadlines aren’t being met

Sometimes certain tasks just don’t get completed. The mistake managers make here is to wait patiently for an employee to finish because the task was clearly delegated. Don’t wait – find out from them what the status is, why results aren’t being produced, and why delays are occurring. It can happen that an employee isn’t completing a task because they don’t have the necessary skill or knowledge, or that the task is too big for them to complete by themselves.

The employee asks a lot of questions

When this happens, an employee is actually asking for help. Some employees need a lot of structure in their jobs, and will flourish when they are being micromanaged for a while, but just until their confidence is built.

Micromanaging should be a short-term solution

Even though employee micromanaging can be a good thing in certain situations, it should never be a permanent solution. Focus on hiring and training employees well. Never focus on the process, but rather on the results. Delegate responsibilities, and be sure to communicate well. And remember that asking for information about the progress of a task isn’t micromanaging, it’s simply the need for more information.