Guest Author - Sharlene Thomas
Micromanaging is one of those terms that has a dark side and a light side, and it all depends on which side you are talking to, those being micromanaged or those actually doing the micromanaging. Let's try to take a calm look at both scenarios.
When It's You Under the Microscope
As a new employee, being micromanaged can be the best thing that happens to you. Some jobs really do require more than manuals for you to learn all the aspects of your new job and the only way to help you get it right is to have someone show you the ropes.
People accustomed to working independently can find this behavior stifling. If every move is being closely watched, they might even take offense. It's hard not to feel that you're not trusted to do a good job. And, we are proud of the skills and experience we bring to a new job, so it's easy to be sensitive about what we know and what we are willing to have others teach us.
My experience has been that hurt feelings and a sense of being micromanaged is usually felt when the person doing the training talks down to the new employee, flexing their knowledge muscles, even though it may actually be quite unconsciously done.
It's important for a business to consider how and who will be training new employees --if they don't want to be in the business of always training new employees.
When It's You Holding the Microscope
Given the task of training a new employee means your company has sufficient trust in you that they are willing to put their future in your hands. As a bonus, you are also training someone who will make your own job easier.
If training new employees is an ongoing part of your job, you most likely have a manual to guide you through the various positions so that training is consistent, leaving little doubt as to what is expected. If not, then you should make one, as soon as possible.
Be sure to let the new employee know whether or not they are actually under an "umbrella of mentorship," during their internship. Knowing in advance that somebody will be looking over their shoulder during training will help relieve the stress of feeling as though one is being micromanaged.
It goes without saying that, unless you are the actual owner of the business, your training of new employees is also being watched by your superiors. You, yourself, may start to feel micromanaged!
Balancing the Pros and Cons of Micromanagement
The most important function of any business is to build a solid reputation through customer satisfaction. Unless providing a service or product so archaic it no longer belongs in today's world, growth and a stable future will come through word-of-mouth networking from returning clients and customers. Marketing experts say that recurring sales make up 80% of a business's income base. Unhappy employees can decimate that base in just one disgruntled customer contact.
As each business differs, so will the intensity of training new employees. Ultimately, the time comes when you have to return to your own duties and the employee is left on their own, which is as it should be.
Looked at in its most positive light, micromanaging is crucial to coaching and training of new employees while discovering their strengths and weaknesses and where they can be the most beneficial to your organization.
Too much micromanaging and you can take away the very thing that makes an employee your right arm -- the confidence to make department decisions secure in the knowledge that you support their choices.
Graduating to a Full Team Effort
Understanding when to lend a helping hand and when to let go is vital to the success of a business. There will always be nervousness in the beginning but it's easy to learn how to keep a watchful eye without taking over, especially, if you think that, "the only way to do the job right is to do it myself." Ask yourself why you're stepping in, first, before doing it.
No question, there are some jobs that can only be done in a certain way but it's also important to remember that there are many ways to accomplish a positive result.
If reports and services are done on time and as expected, leave the employee alone. Chances are they are following what you have taught them and only personalizing the same tasks, to make the job their own.
You're looking for a team and you have your own work to do. There simply isn't enough time for you to accomplish your work and everyone else's. Micromanaging plays an important role in bringing everyone up to speed. It's the attitude of both parties that can make it a bad word in business.
When graduation day comes, mentor and employee can feel good about having finally reached full-team throttle in their departments and the company can now focus on production and success.
