There are many ways to manage a team, and each leader decides the way he will do it according to what best suits his reality there is no standard team building or management.
When it comes to management and effective practices to make it work, it is necessary to explore different models and look for what makes sense within the team. However, there are some models that are considered outdated and others that can be detrimental to the proper functioning and well-being of the team.
There is a form of management based on everyday practices, which has been considered harmful and unfavorable for companies. Have you seen the micromanagement ghost?
Micromanagement are practices adopted by management that are in the sphere of excessive control and supervision of tasks and actions of employees. It is control of 'every step' that employees take within the company.
Here are some examples of micromanagement:
- Leader who demands to be on copy of all team emails
- Excessive control of the time that each employee takes to perform their tasks
- Lack of delegation of activities or functions, often due to lack of trust in the team
- Requirement of reports very frequently, some without need
These are just a few examples of how micromanagement is adopted in everyday practices. Although they all seem harmless, eventually they are practices that can weaken teams, generate pressure and discontent.
Okay, but what about the risks?
The main risk that micromanagement can bring to companies is the increase in stress among professionals, which can be a direct cause of high turnover, what we know as turnover.
In addition, extreme task control can be seen by teams as a lack of confidence on the part of leadership and consequently, directly affects their self-confidence and performance.
Understand that managers who practice micromanagement often seek excellence - within a personal parameter -, almost unattainable, in everything their team produces, leaving no room for the personal pace of each employee or autonomy to resolve adversities. This generates a lot of pressure which results in stress for the entire team.
Another risk found in administrations in this model is that employees become dependent on the distribution of tasks by the leader, since the latter does not have complete confidence that their subordinates can act or start new activities without prior consultation.
In general, micromanagement can cause stress, increased turnover rates in the company, emotional and professional exhaustion, and a decrease in productivity.
Call the micromanagement ghostbusters!
Although it seems difficult, these practices are reversible. From the moment managers and leaders propose to give more freedom to employees, delegate tasks, and adopt more open and human communication, it is possible to reverse or avoid the practice of micromanagement in the company.
By maintaining open communication, the manager gives space for his subordinates to have a voice, receive and issue feedback in a more optimistic way, and improves communication and relationships throughout the company.
Still in this scope, it is necessary to know how to listen to the needs of each one to understand what their expectations are, what they can or cannot accomplish, what they want within the company and this understanding is crucial for positive leadership.
Delegate tasks! In addition to increasing the professionals' self-confidence, by delegating tasks the leader will be able to focus on his agenda, solve problems that are consistent with his function and generate better results, with a more agile management that knows how to prioritize activities.
Adopt methodologies and tools to facilitate demand management. There are a multitude of technological tools that facilitate task tracking, many of them based on the Kanban method. Look for the one that best meets the company's demands and introduce it into your management, this will make it easier for both management and employees.
Goal and objective monitoring methodologies, such as OKRs, for example, can also be remarkably successful allies for managers. These methodologies generate accurate data and metrics and can be easily applied and managed.
