Micromanagement is a bad thing…until it’s not.
Micromanagement has a really bad reputation. But, is it deserved?
The term conjures mental images of a manager standing over the shoulder of a subordinate, hand on the subordinate’s mouse, clicking on a graphic to put it in the right place NOW. Or, you imagine a manager who constantly lays out task lists and methods of doing the tasks for every member of the team. Or, you see the manager who questions every decision of his subordinates. Why did you spend $15.09 on pens last month?
Micromanagement as a term elicits the image of a bad manager. And while that reputation is in some ways well earned, I think that the truth of the matter is that “micromanagement” can actually be a smear used by frustrated subordinates against managers who actually care.
A great manager understands the needs of her people. I’ve used the skill / will matrix in the past, with its management imperatives. It gives a good indication how to handle different employee skill and will (that is, drive or energy) profiles. Here it is.
See that lower left quadrant that says “direct” for low skill, low will people? That’s the “micromanage” quadrant. In other words, whatever you call it, a good manager knows when it’s time to lock in and direct, micromanage, task, or otherwise be all-up-in-the-grill of a subordinate who is either (1) untrusted or (2) not up to an existing, critical task.
Anecdotally, I have seen far more trouble conjured up by managers who didn’t know how to lock in on task when the time comes. So-called players’ coaches are great when it comes to ensuring “happiness,” but it’s the rare players’ coach who can be a players’ coach with every player and still be successful.
This post comes from the question of a colleague on my own style of management…and whether I’m a micromanager. The only answer I could dig up was “not generally, but specifically, possibly, yes.” I’m a big believer in allowing talented people to run and only adjusting course. I’m also a believer in being very specific with inexperienced people. Where the pain comes in is when a “talented” or “experienced” person gets a lot of rope and tangles himself with it, and I follow up with a whopping dollop of micromanagement. That hurts, because it’s a clear signal that the person wasn’t up to the task, and I was asleep at the switch.
In other words, you may dislike micromanagement, but it’s a pretty darned good indication of how your talent is regarded and how much trust you have from your manager. Before smearing your manager with the term, consider whether your manager is simply a mission-oriented manager who had to micromanage you.
What do you think? Is “micromanager” a justifiable epithet or simply another management hat of an effective leader?