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Thursday, May 17, 2012
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
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28 comments:
Micromanagers have created some of my most confrontational days at work. I am not saying that is good at all. I am saying it happens. When trying the "nonconfrontational" approach, it had the opposite outcome, and just like the article states, they lash out. I then applied the technique that we read about in a previous post, where sometimes you just have to be a jerk.
Micromanages should learn the best approaches to handle their employees in any situation. Everyone can handle situations in a poor way, it happens but it shouldn't be a permanent way of handling things. You want your employees to thrive to do better so sometimes it may require a micromanage to act like a jerk but to also learn better ways of handling the problems to produce a better outcome.
This article is really correct about how micromangers approach certain things. It really shows how even managers can been moody and lash out at others. It happens and no one is perfect, but they also need to realise that if they continue to approach their employees that way then they will just get fed up with them. The better they can handle a situation the better that their employees will have a better outlook. This has me thinking that I really need to work on my mood swings at work. Even though I am not a manager I need to learn to control my temper when certain things happen at work.
I absolutely agree with this article. Micro-managers are the most demoralizing people to work for. They are never satisfied and will always question you. I have worked with a couple of them and they simply make you want to quit, but they think they are the best managers in the world.
Being a micromanager has to be one of the worst traits a person can have. Unfortunately, they usually have poor listening skills, too. Therefore, trying to give them constructive criticism is impossible. The best approach may be to have a conversation that focuses on your strengths, instead of their weaknesses.
I dont believe i have ever experienced a micro-manager. However, their is no perfect manager and no perfect way to go about managing. Any manager should be able to adapt to situations, listen and communicate on exceptional levels.
I dont believe i have ever experienced a micro-manager. However, their is no perfect manager and no perfect way to go about managing. Any manager should be able to adapt to situations, listen and communicate on exceptional levels.
Micromanagers are not really good to have in a company. Employees tend not to respect micro-mangers. I have worked for someone who was a micro-manger and this way of managing seems to bring down the moral in the department. This type of manager wants to have their hands in every little thing and it prevents them from getting their own job down. I think having micro-mangers hurts a company.
Micromanaging is hard on an employee when you have a manager that flies off the handle at the slightest thing, leaving all employees jumpy and stressed out. It makes an employee unproductive and unhappy with their job. I find it unfair when an employee is working their best and another employee does not contribute, but then that working employee is penalized for the others lack of work. I believe a manager in this position needs to work on team building and encouraging instead of yelling and screaming.
I never fully understood micromanaging until I read this article. Now I realize that micromanagement has been the reason for many break downs in places that I work. When someone is micromanaging they become so frustrated and stressed they can take out their actions on employees that are loyal and doing their job causing them to slack or quit. The key to managing a business and avoid micromanaging is communication with in a business this can lead to a lack of the problem and have positive results.
I do not think that micromanaging is necessarily the problem, it's how the people who do micromanage communicate to their employees. If a micromanager feels that something needs to change they should be able to tell their employees their ideas without causing problems between themselves and their employees.
A micromanager, in my opinion, makes people less productive. Everyone has had a micromanager at one point and time, and everyone remembers that person. A micromanager will cause people to become hostile at times and have bad attitudes. A bad attitude is the worst kind of infection an office can have, because it spreads like wildfire.
Luckily, I have yet to encounter one of these types of people when working. But I do like the way the article suggests to handle the situation without being confrontational.
Personally, I do not care for individuals who "micromanage." Of course a workforce is usually compiled as a team, but when something is done wrong on one person's part, the whole team should not be punished. It always frustrated me in grade school when there were a couple kids in class that would not obey the rules, and the whole class had to suffer the consequences. As a manager, you should be able to resolve the situation in a fair manner without getting stressed. Micromanagers seem to be too hard on themselves, as well as their crew. Most of them tend to expect perfection, instead of just trying to produce a quality product while avoiding any major bottlenecking.
This word of advice is very useful because it has to do with how we treat our co-workers, especially the ones under our supervision. Most people find it difficult to tell others when they are doing something wrong that is affecting the rest. But it is almost certain that everyone has been in this situation before, probably in a less serious environment but it clearly reflects the same principle. The wisest way to help someone realize their mistakes is to guide them into realizing their own mistake, rather than being direct and taking the risk of hurting feelings or create misunderstandings within the work environment.
I have never experienced working for a micromanager, but I can only image how miserable I would be if I had to work for someone who is always questioning my ability as an employee. I feel if a person has no confidence in their employee then what was the point of them hiring you onto the company. When you have someone second guessing you as an employee the less likely you would put forth your best effort. I believe if you have confidence in yourself than your work will speak for itself.
I agree that micromanagement is a problem that stems from very realistic sources. But the results are never positive nor do they foster productivity.
While I think that you should confront the micromanager and try to express how you feel, so as not to harbor resentment for an individual, I disagree with the article's suggestion to confront it with levity.Usually a person with micromanaging tendencies is high strung, and from personal experience it is usually best to confront them as professionally as possible so that they do not feel as though you are attacking their character.
I would never want a person lashing out at me and telling me how unproductive I am. With a mircomanager lashing out and expecting to get better returns from their employees they are wrong and I think that it would have the opposite affect on the workers and they will do less and always be watching over their shoulder for the manager.
I think micro-managers take their work too seriously because they want a change in their position. That is the reason for sometimes lashing out at their employees. This is a good article because it reminds us how we should treat our employees and even our peers at work in order to allow them to work in a comfortable environment.
Oh my goodness, this is so true. A micromanager can definitely make or break a workplace. While sometimes it is good to offer suggestions to make improvements, someone who tries to run everyone else without a position title makes others feel very uncomfortable even if he/she doesn't know it. Other employees can sometimes feel irritated or put down by someone constantly telling them what to do or how to do it especially if the positions hold the same title. A micromanager needs to be brought to the attention of a higher position, sat down, and dealt with as soon as possible, or an outburst between employees can occur.
This article makes me think of how I acted today at work. It is not my norm to be a micromanager, but faced with deadlines today, I found myself standing over someone today watching what she was doing and demanding she hurry up and complete the task. I was also a little short and snappy. After everything was finished, I did apologize for my behavior. I thought about how she must have felt, because my boss does it to me sometimes and it drives me crazy. This article will definitely stay with me.
One of the worst problems with micromanaging is that employees tend to think that the manager has nothing better to do than watch over his/her shoulder. This leaves the employees with a sour taste in their mouth as it appears that the manager is demanding, yet producing no output of their own.
I was in a situation once when I took over managing a restaurant for a friend of mine. I was the worst micromanager there was. Just like the article states I was putting pressure on myself to make the restaurtant successful but at the cost of creating a bad work environment. The owner realized it and he taught me how to act instead of reacting so instead of micromanaging I stepped back, observed and discussed with the employees so that we would be on the same page.
After, I get over the stress of reading this horrible fonted article, I will try to comment on the information inside of it. Basically, from what I could make out, I believe that micromanaging is a waste of resources, there does not need to be 100% supervision all over the place all of the time.
Micromanagement is necessary evil. No one wants a person breathing down their neck to make a deadline but it has to be done. People today get lazy when they are not pressured to do their job. Im sure a conversation with the micromanager will help but he or she still needs to do their job.
having dealt with alot of micromanagement, I completely agree with North. If micromanagers would understand how terrible they are being to their employees, the workplace may actually be a better place.
Micromanaging simply doesn't work, North is right about that for sure. Although they may seem to think their micromanaging is working, that usually isn't the case. This type of work environment does not make for a pleasant work place for employees. People who do not enjoy their job, don't do it as well as those who do enjoy it. Therefore, micromanaging makes people unhappy and in the end, the work isn't getting done as good as it could be done anyway.
I absolutely hate micromanaging. It is the absolute worst. I hate to always have some one looking over my shoulder as I work. It is not very good for production. It is usually good for the workers performance thou. This type of work environment is just demoralizing.
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