Not every manager is a good one. Some lack the ability to relate to their employees and feel they must exert excessive control or obsess over minutiae to control the workflow. This may or may not be necessary, depending on the situation.
Micromanagement is usually very upsetting to employees, because they feel their competency is being questioned. They feel that they aren't being trusted to perform their job well. However, there may be times when micromanaging becomes a necessity.
One example of necessary micromanaging is when the owner of a small business makes his first hire. They have a lot to lose, so they may feel they need to spend an excessive amount of time training their new employee. They may be doing so with the hope that the employee will stay on along time and help grow their business.
Micromanaging may also be needed when new hires lack valuable experience. Since they are new to their field, they will need training for their position as well as, training about the company's culture.
Micromanaging may also be helpful for businesses with a number of people performing the same or related tasks. Managers must have an understanding of each position and how each employee performs to ensure they are maximizing output.
By micromanaging, owners/managers will gain the information they need to conduct evaluations and determine if each employee is suited to the position they are performing.
Many small business owners/managers agree that micromanaging is not ideal, but necessary for some situations. They may find it hard to transition duties to a new employee.
The owners or managers of small businesses may see the company as an extension of themselves and feel that no one can do the job as well as they can. Or they feel they have too much invested in the company to risk it failing and thus, are compelled to hover over their employees.
Knowing when micromanaging is required takes time and experience, but if owners or managers fail back off at some point and trust their employees to do their jobs, they risk losing them.
Micromanagement is usually very upsetting to employees, because they feel their competency is being questioned. They feel that they aren't being trusted to perform their job well. However, there may be times when micromanaging becomes a necessity.
One example of necessary micromanaging is when the owner of a small business makes his first hire. They have a lot to lose, so they may feel they need to spend an excessive amount of time training their new employee. They may be doing so with the hope that the employee will stay on along time and help grow their business.
Micromanaging may also be needed when new hires lack valuable experience. Since they are new to their field, they will need training for their position as well as, training about the company's culture.
Micromanaging may also be helpful for businesses with a number of people performing the same or related tasks. Managers must have an understanding of each position and how each employee performs to ensure they are maximizing output.
By micromanaging, owners/managers will gain the information they need to conduct evaluations and determine if each employee is suited to the position they are performing.
Many small business owners/managers agree that micromanaging is not ideal, but necessary for some situations. They may find it hard to transition duties to a new employee.
The owners or managers of small businesses may see the company as an extension of themselves and feel that no one can do the job as well as they can. Or they feel they have too much invested in the company to risk it failing and thus, are compelled to hover over their employees.
Knowing when micromanaging is required takes time and experience, but if owners or managers fail back off at some point and trust their employees to do their jobs, they risk losing them.
About the Author:
Besides management, the writer also frequently shares knowledge regarding the composite video splitter and the edirol video mixer.
