Thursday, March 20, 2008


Now days, the majority of the employees don’t like to be supervised or managed or monitored closely. They would like to have greater degree of freedom and independence while working. Unfortunately a few managers closely and keenly monitor their employees thereby creating several problems for employees. There are number of reasons for micromanaging employees such as lack of trust on their employees and lack of confidence on the competency on their employees. At times bosses want to have total control over their subordinates because basically they have fear of losing their own jobs. All these things lead to high attrition levels in various organizations.

According to the available statistical information 60 to 70 per cent of the employees leave their jobs due to the excessive bossism. At times the bossism may be because of the micromanagement. In this context, it is desirable to briefly explain about micromanagement.

Micromanagement is the concept whereby the subordinates are continuously, closely and keenly observed and monitored by the boss. It has both pros and cons and unfortunately the cons outnumber the pros.

The merits of micromanagement are that the employee is constantly corrected, guided, advised, counseled and mentored by the boss. Micromanagement is good if the employee is new to the organization. It is like an infant being cared and nurtured by his mother. But over a period of time, the employee feels confident and comfortable in handling and executing the tasks of his own and would be comfortable in being independent. And if the process of micromanagement persists the employee gets discomfort and feels irritated just as in the case of an adult who is mature but still treated by his mother as still infant.

The boss who believes in excessive micromanagement may not survive, sustain and succeed in the long run. It is basically because his mind is focused to a limited area. On the other hand if the boss stops micromanaging them he tends to develop the delegative skills thereby developing leadership skills amongst his subordinates. And also the boss can also grow with in the hierarchy rapidly. Besides it also creates mutual trust between bosses and subordinates. As it is well known the trust begets trust. Given a free hand, the subordinates would experiment various things by trail and error method and learn many lessons either from their successes or from failures thus becoming leaders and mentors for their subordinates.

Micromanagement is a matter of concern as well as a challenge in the present competitive world. Due to the rising aspirations and expectations from the clients and customers the competition has become highly fierce and cut-throat and managers find less time in micromanaging their subordinates.

Micromanagement is essential if there is poor performance from the subordinates and if there is need for spoon feeding. In such a scenario it is advisable to upgrade the skills and abilities of the employees and also it is necessary to equip them with requisite tools and techniques to stand on their feet and perform better.

The low morale among the employees and low production and productivity, performance and attrition are the result of micromanagement. Therefore, micromanagement is more of a bane than a boon. To sum up, what is required for the successful functioning of an organization is not micromanagement but macro management.


1 comment:

Anonymous said...

This blog is an excellent start on the pros and cons of micromanagement. The idea of "empowering" employees and developing team based cooperative behaviors such as decision making relating to improving the business model in a specific environment would be another area to explore.

It is shocking and surprising that today, some Fortune 100 companies still practice an extreme form of micromanaging their employees and actually recruit employees who can work under these conditions. Individual creativity is not encouraged and accordingly never emerges. These conditions imprisons their employees minds and one result is high turn over and a dumbing down across the organization.