Guest Blog Post: Micromanagement vs Macromanagement

/ / Fulfillment, Leadership, Management, Mindset

When it comes to leadership skills, all managers will have their own form, preference, and way of doing things.

Team dynamics and relations are crucial for productivity, coherence, wellbeing, and success. That’s why managers have a moral duty and responsibility to encourage and protect them during everyday work.

But this can only happen through efficient and effective supervision.  It’s argued the perfect balance between Micromanagement and Macromanagement can reinforce this within businesses.

Let’s learn what these two terms mean; and how they can collectively lead to exceptional leadership qualities.

What is micromanagement?

Micromanagement is a type of managing style which involves working excessively closely with employees.

Managers are seen to have excessive control and supervision over their team’s production, processes, and movements overall.

Some of the most common signs of micromanaging include:

  • Avoid delegation to team-members.
  • Being overly involved in tasks.
  • Asking for regular updates.
  • Being involved on all communication platforms.
  • Avoid independent decision-making.
  • Putting excessive and unneeded pressure on their employees.

What is macromanagement?

Macromanagement is when managers present a ‘hands-off’-type of leadership approach.

This type of management style provides employees with more control and autonomy for their work.

Some common methods for macromanagement include:

  • Setting objectives.
  • Delegating work tasks.
  • Providing control.
  • Leading by example.
  • Building trust.

Micromanagement: the advantages and disadvantages

It’s understandable that being managed through this method can be frustrating. But in the end, you cannot deny their inherent care or interest for the business. Through micromanagement, employees are kept ‘in-the-loop’ when it comes to work projects.

It can also reassure employees that work will be done. This kind of security allows them to explore further; and may even be considered ‘blame-less’ on some occasions.

However, on a basic level, micromanaging involves two people literally doing the same job. Rather than allowing the employee to do their job, they lose valuable time having to explain themself and their methods. Micromanagement may lead to employees feeling like they aren’t trusted by their seniors.

It’s also extremely challenging having to work under such leadership. Micromanagement can stress out employees and cause workplace anxious and depression. It soon becomes impossible for them to feel valued, respected, or trusted to perform their tasks.

And after periods of dissatisfaction, employees won’t stick around for long. Companies can end up losing talented employees due to a lack of development and progression.

Macromanagement?: the advantages and disadvantages

Employees inherit a sense of trust through this leadership style. They can avoid having to relay all findings constantly or send updates around the clock.

They’ll also feel less pressure to work to deadlines or during everyday tasks. Through this type of management, employees can work comfortably and independently.

You can even enhance creative thinking through this method, as employees are able to freely express ideas and practices. This can grow business productivity and success in more ways than normal.

But one of the biggest downfalls is a steep decrease in communication. Managers should be present and accessible at any given time. And this is especially helpful for struggling or vulnerable employees. So, having a ‘hands-off’ managerial approach isn’t always suitable. There will be times where a leader is needed, or a final decision is required.

Regular one-to-one meetings should be held. These meetings can be used to discuss progress on current projects and open up an important line of communication.

Employees will also miss out on feedback, support, or answers to queries. If employees face prolonged issues or misunderstandings, it’ll significantly slow down production. They may feel unmotivated, unvalued, and choose to leave your company.

Finding the right balance for your business

Whether you’re newly promoted or a well-seasoned manager, it’s important to host good leadership skills. That’s why it’s practical to demonstrate a good balance between micromanagement and macromanagement.

Control and independence are both tools to utilise when managing your employees. Allow them to blossom and thrive; whilst reducing time left on their own during work.

Adapt to collective work practices and maintain employee wellbeing in the workplace. Through championing these methods, you’ll find the right balance of leadership skills needed for your business.

The article was written by Kate Palmer, a thought leader on HR and employment law, the Director of HR Advice and Consultancy at global employment law consultancy, Peninsula

TOP
>