Career Micro-management vs. No Communication

“I hate being Micro-managed” I hear this statement in almost EVERY interview! In most references I take up I ask the question – “how would you suggest we manage XXXX?”

 

The answer 99.9% of the time is “definitely don’t micro-manage them.

 

Tell them what you need done and let them go and work it out.” Seriously! It’s become so cliché!

 

Where is the line between over and under management?

 

The line is in true leadership!

 

Talented people look for a culture that offers autonomy and flexibility.

 

They still value communication, collaboration, and motivation as well.

 

People need to be told what they are doing well and where they can improve. Feedback at review time is not enough.

 

Leaders often set direction or KPIs but don’t actually lead.

 

Perhaps there is more focus on what not to do as a leader than what to do. Leaders need to help their teams learn to think. They should be challenging their people to be creative, to collaborate, and innovate.

 

Many so-called leaders are stuck in a void trying not to “micro-manage” but not communicating enough about the right things.

 

Companies must invest in developing EQ as much as IQ. Leaders must be growing leaders in their teams, not autonomous workers.

 

In a hybrid set-up, how do you manage your team? What strategies do you have to make them feel independent but involved?

 

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