I. What is Micromanagement? Status and signs of recognition
1. Micromanagement concept
Micromanagement is the English name of Micromanagement - a way of managing human resources in a detailed way, too careful and sometimes too deeply involved in the tasks of employees, giving comments and criticism instead of Teach them how to do the job and provide appropriate deadlines.
In fact, micro-management is not considered a good form of management because if the manager continuously encroaches and "points at" his employees little by little, it will gradually demoralize the employees.
2. Signs that your boss has micromanaged
There are many signs of micromanagement around everyday office life:
- First, it can be seen that micromanagement exists through the leadership that does not let employees operate independently. They don't just stop at instructing, but also constantly over-control, observe details, suggest even when it's not necessary.
- Next, leaders following the trend of micromanagement often do not allow subordinates to take initiative or make independent decisions without their consent.
- Leaders who tend to micromanage are often distracted, not interested in their business but only paying attention to the small details. For example, if they see a small error in the process, they will tell the employee to stop and try to complete it on their own.
II. How does micromanagement affect businesses?
The reality shows that managers, leaders, and leaders often find it difficult to let go of tight control and have difficulty delegating responsibilities. Because they aim to achieve high turnover, complete all tasks, they often want to do everything themselves, they are not satisfied when they see employees making mistakes from small things, so they forget that they need to guide them. rather than scrutinizing, this has put a lot of pressure on employees.
According to the collected data on the influence of micromanagement on companies, based on the survey opinions of the employees asked to:
- 79% of employees report that they have experienced a period of time being controlled by every little detail while at work
- 69% of employees say they've considered quitting because they're a victim of micromanagement at the company
- 36% have "jumped jobs" just because of micromanagement
- 71% of employees respond to micromanaging that has greatly impacted and degraded their work performance
- 85% of employees say they are negatively affected mentally because of micromanagement
Decreasing employee creativity and innovative thinking
Once employees realize that their ideas or suggestions are often criticized and evaluated, their psychology will stop thinking of new things, reducing creativity. Gradually, employees will only do what the boss asks without any breakthrough.
Employees' morale is low, distrust of leaders and businesses
Everyone who works needs self-control to be able to organize and complete their tasks. If this is hindered when waiting for the boss's approval, employees will easily feel uncomfortable, even rebellious and not want to work anymore.
Reduced work productivity
Employees will gradually become dependent on the boss if the boss always wants to manage everything. As a result, the flexibility and initiative of employees will be reduced, and at the same time, management will become busy when constantly having to solve and see each of those small tasks.
Difficulty in assessing skills
It is difficult to assess the skills employees are learning and having if management does not let them work and learn on their own.
Enterprises easily lose talents
Of course, when businesses have managers and leaders who always follow micromanagement, employees' activities will be hindered, they will be bored and do not want to work anymore. Although there are employees with great potential, good professional knowledge, but only because of micromanagement, they have to quit because of too much pressure.
III. Should micromanagement be applied in the enterprise?
“No concept is completely good or bad, success or failure depends on how it is implemented.”
We need to clearly understand that Micromanagement is just a form of management, the nature of the micromanagement method is not bad. The important thing here is how managers and leaders need to apply it, knowing how to apply it properly will bring efficiency, applying it in the wrong way will become abusive and adversely affect employees and managers. and businesses.
IV. Methods of successful Micromanagement application for companies
Ensure in-depth knowledge of the business and the job
When you are confident that you have enough in-depth knowledge of what you and your employees are doing and your business, it's easier to spot problems from your employees and ask them to correct them. With knowledge, your words and instructions will be effective and effective for work.
Set clear goals to drive employees towards
You need to clearly define the work goals and projects that the company / business is pursuing clearly, thereby orienting employees more properly. To do so, managers/leaders need to have a standard framework to evaluate the working capacity of employees to know who is suitable for which job and what can be of benefit to the project, thus improving work efficiency.
Train the ability to listen to employees
Successful managers always have a willingness to listen to everyone, even if it is a serious matter, they will listen calmly. Only listening and understanding will know where the core problem is, from which to solve together.
Leaders who listen will help employees have more motivation to come up with ideas, help employees solve remaining difficulties, thereby focusing on completing their work.
Know how to respect and connect with employees
Respectful thinking and skills to connect with employees are important factors in management capacity. If you want micromanagement to be used well and effectively, you need to guide employees to be enthusiastic, not criticize or criticize them.
Making connections with employees both helps you understand them and makes them understand you better, understanding your working style makes it easier to talk at times of leadership.
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