12 Times You When Should You Consider Micromanagement

Every company has its own culture and management style it prefers when getting tasks done and ensuring work is completed on time. At the same time, staff are starting to get more freedom in the technological world with working remotely and using tools to facilitate it. Others still prefer to micromanage employees.

Micromanagement has been a much-maligned style of running a team, and the number of adverse effects it can have on staff has been proven in studies around the world.

Unfortunately, it isn't always possible to give employees complete autonomy over every aspect of their job, and there are some cases when micromanaging is the only or best option. Using micromanagement techniques can be frustrating for staff, but with secure communication, you can limit resentment, stop productivity dropping off and avoid high staff turnover.

Micromanagement should be used in a limited fashion as possible and not every task at every time requires a manager breathing down someone's neck, here are some instances when it pays to micromanage and keeping a closer eye on activities could provide benefits.

1. Periods of uncertainty or crisis

Economic downturns, geopolitical changes or even internal mismanagement can leave a company in a tough position, and during these periods, it's important to ensure organisational stability. Failing to keep everyone on track can not only cause more financial losses or misuse of resources as the company needs to focus on tasks that drive profitability. A hands-on approach can also reduce the chances of panic and start leaving, which can make the situation worse for those left at the company as they lose top talent.

In this instance, keeping track of what your staff are doing and letting them know the plan is vital, as it helps them feel more in control of their situation, as well as reduce any negative backlash that comes from micromanaging. This open communication allows you to put new systems in place where you to track work and assess what needs to be done, as well as ensure there are open forums available so you can discuss issues with staff.

2. Onboarding new staff

Onboarding new staff to a company can often benefit from micromanaging, especially in entry-level positions where the new staff member needs plenty of induction training and hand-holding through the various tasks and company procedures.

Instead of giving them every task and letting them feel feeling stressed, unsupported and in over their heads offer support and watch over them. Watch how they tackle tasks and break them up into checkpoints where they can continuously check in with you. As they become more familiar with the processes, you can continue to loosen the reigns.

3. Bad employee conduct

Letting go of someone is by no means an easy process in today's corporate world and reforming certain behaviours is always encouraged by management. If a staff member is consistently not performing to the best of their ability, leaving work unfinished or behaving in a way that is unprofessional or offensive, micromanaging them could help get them on the right path.

It can also prove to be a warning sign to those who may want to think of slacking off knowing that if they keep a high level of performance, they won't be micromanaged.

It will also enable you to ascertain whether their behaviour is likely to change and build enough proof from which to make a termination arrangement should it lead down that road.

4. Time-sensitive tasks

Employees may not always understand just how important time restrictions are on projects, especially when it requires several departments inputs. In situations like this, projects can stall and micromanaging it can ensure everything is gets done within the set limit.

5. New processes

Implementing new processes within a company can be stressful with some or even plenty of staff resistant to change. While tutorials and workshops are your priority in some cases, It isn't sufficient to explain the process and let people get on with it, as this can lead to mistakes or some people failing to change their way of working.

Micromanaging can help when it comes to finding problems, ensuring everyone is working in the same way with limited time last in transition.

6. Lots of questions

If an employee is unsure about what is required of them, they should be asking many questions, but are often scared of being seen as incapable or incompetent. While the employee may be saving face, they are wasting precious time they could use to be constructive and improve their skillset.

In such a case micromanagement can eliminate the need for them to approach management with questions as you can see where their problems lie and provide them with the insights they need without them having to ask you for it.

7. Moving into a new market

If a company is moving into a new market, the decision to micromanage employees will depend on the skill and competency of the team. You may be moving into a country that has different languages or cultural fits, or you may be moving into a market where your team doesn't have experience in which leaves room for grievous mistakes.

Micromanaging your team in the beginning stages can help remove obvious mistakes from happening and assist in getting your finger on the pulse early on for any issues that come from the move to this new market.

8. They want to get the best out of people

No leader wishes to correct mistakes but hopes that when they recheck the situation, the feedback is somewhat positive than negative. Being a micromanager is not about waiting for people to make mistakes.

It's about wanting to reassure that every single detail is being taken care of to your level of satisfaction. And it involves teaching, mentoring and pushing people to their potential on the go, hence continually improving their skills. Micromanagers want to control the outcome, not the people involved.

9. They can develop empathy naturally

Micromanagers can put themselves easier in the shoes of the others cause they know what it takes to get the tasks done. They know the skills, strengths and weaknesses of their people, and can understand them pretty naturally. And understanding sets the bases for knowing when to push and when to step back and give them some space.

10. They can adapt their style to different characters

Since their goal is a perfect end-result, they have to find ways to get all involved people on board who call for various forms of guidance, feedback and motivation.

11. Managing remote teams

Getting the best talent at the most affordable prices as well as cutting costs on office space has driven companies to start adopting remote workers and freelancers. Sometimes freelancers and remote workers may be working on multiple projects, and since they are managing their time, deadlines can be missed.

In such cases, micromanagement can prove to be a fruitful endeavour if only to set the ground rules initially, or it can be a continued part of working remote which can be removed if you opt to move into the office.

12. When merging with another company

Joining teams and getting the new staff from the old company to align to the way you things can take a long time and transition periods can hit productively levels hard. Micromanagement can help ease this process and get the new staff to work in tandem with their new teammates easier and faster without having to go through all the personality clashes, process clashes and teething problems.

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Tags: Management , Staff