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Post by stephaniemeyer on Sept 29, 2013 19:11:18 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
My favorite quote from this article is about the micromanager's actions being "unproductive and demoralizing." I have worked for a few micromanagers in the past and this statement is right on target! How belittled and unimportant one feels when a micromanager is there to tell you exactly what you should do/when you should do it/and for how much/how often. Then, it usually goes even further with him/her explaining that you did NOT do it up to par, that when he/she was in your shoes, he/she was the BEST their was and THIS is how he/she did it............and then the micromanager goes on to brag about his/her time in the field. This is NO WAY to get your employees to WANT to give you their all. The way to do that is by showing respect for your employees intelligence/experience/unique contributions to the company. By giving respect and showing appreciation to your employees, you will cause them to WANT to do more (and their best) to please you. Respect and admiration/appreciation NOT terrorizing by micromanaging is the way to become a successful manager.
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Post by natjohnson90 on Sept 29, 2013 20:06:54 GMT -6
Simon North basically explaining why you should let small managers destroy your workplace. North says, "Micromanagers often feel pressure to produce and when someone on the team is not doing they share, the micromanager feels out of control. Consequently, they tend to lash and make unfair demands on everyone else, says North." I agree with Simon North 100%
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Post by katiebourgeois on Sept 30, 2013 7:05:20 GMT -6
INSTANT MBA: Don't Let a Micromanager Terrorize Your Workplace
I think having a micromanager in your workplace will always cause issues rather than help your operations. I feel like that manager would be trying to control the other workers and/or treat them rudely and unfairly. If the manager would be treating people unfairly that would cause some issues in your business because the other workers would not want to work because they would not enjoy their job. Also, if someone would happen to stand up and confront the micromanager, I feel like the manager would not understand and this would also cause a problem. Personally, I have never worked under a micromanager, but I think if there was one in a business it would do more harm than help.
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Post by lana.guay on Sept 30, 2013 15:29:54 GMT -6
It is FAR more productive to bring up a problem than to lash out at employees because you may think they are or are not being productive. It makes employees not feel trusted and most people would not want to work in that kind of environment. Employees should have some sense of power, however, when there is a micromanager involved consistently checking up on you and making sure you're doing your job correctly, it can make you feel like a child that has to always be watched. No one wants to work in an environment like that.
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Post by trey on Oct 1, 2013 9:24:40 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
I've seen first hand how micromanagement can disrupt and have negative effects on a workplace. These picky and confrontational managers often single out one person or group and harp on them for results, even if that group is not responsible for the lack in productivity. Micromanagement can turn productive, positive workers into unproductive, negative workers in a hurry.
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Post by zekesonnier on Oct 1, 2013 14:28:48 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
I can understand how micromanaging can be counter productive. The micro manager obviously does not realized their effect on co-workers or they just really feel the need to be in control. Simon made a good point by saying their manager should ask how do they think the micromanaging makes others feel. If the micro manager does not realized what they are doing then they will have to be brought into prospective some how in a diplomatic way.
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Post by beccabourgeois on Oct 2, 2013 10:32:56 GMT -6
This article discusses the behavior and attitudes of micromanagers. They are always under a lot of pressure to perform in a certain way and have their employees do the same. When an employee isn't doing their part, the micromanager tends to lash out on everyone else. When they feel out of control, they start making unfair demands to people who don't deserve it. "While micromanagers might have a good reason for their behavior, their actions are unproductive and demoralizing." They must remember to always keep their composure and hold it together no matter the circumstance. Sometimes they are clueless that their actions are affecting others as well. They may not realize it, so bringing it to their attention in a calm and professional manner may help.
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Post by ernestmajoue on Oct 3, 2013 10:40:29 GMT -6
Simon North makes a good point on micro management being not real effective. As we discussed in the last article about treating employees right. You should not micro manage every detail of the employees performance. Give the employee space to get the job done in a timely manner and lead the employee in the right direction. This will help you become a better manager and give the employee a mentor and some motivation. Work with your employee and not against.
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Post by leetaranto on Oct 5, 2013 11:33:25 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
This article says that when a micromanager is yelling and not doing anything but complaining then the micromanager is not being productive. When a micromanager is out of line then the employee needs to let that manager know how he or she is feeling in an appropriate way. Whenever the manager is mad and not being productive then it brings down the whole moral of the team and does nothing good. One can take from this article to know how to handle micromanagers if they are of control.
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Post by banessau on Oct 7, 2013 18:21:23 GMT -6
Don't Let A Micromanager Terrorize Your Workplace
I am soooo glad that I've never had to work with a micromanager. I feel if I were to have one in my work place, I would be terrorized. In the article it says to confront them, which in my opinion, I would be scared to because they may lash out or resent whomever spoke to them. Confrontation is the way to correct and prevent an uncomfortable work place. On the micromanager's point of view, they could be stressed and not know how to handle it which is causing them to act in the way they are. In that case, they need to go to whomever is above them, in my opinion and let them know because it could affect the company greatly if unattended.
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Post by blaircavalier on Oct 8, 2013 10:56:22 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
Having dealt with a micromanager first hand, most do not even realize what they are doing. Most do not even realize that they are in fact being a micromanager. I know in my case, she was unaware of anything she was doing. The attitude and personality she had in the workplace, was the same attitude and personality she has had her entire life. She didn't realize how much stress she put on her employees. In no way was she purposely trying to do these things, I just do not believe she was good at managing stress. She herself was always stressed out and this did not put her employees in a good situation.
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Post by katiesnyder on Oct 8, 2013 12:09:39 GMT -6
Instant MBA: Don’t Let A Micromanager Terrorize Your Workplace I completely agree with this article. Micromanaging can ruin a shift or even a business. When you have a micromanager they are very unproductive and provides for a hostile work environment. Having someone breathing down you neck telling you to do this and that before you can even think is annoying and discouraging. Managers have certain expectation and when they aren’t getting meet they tend to do whatever it takes to get the job done. They freak out and make irrational decisions. They should just stay focused and coach the crew.
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Post by billyg on Oct 8, 2013 14:39:32 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
Micromanagers are typically liked by no one except the micromanager themselves. This fact does not result in satisfied employees which in turn, does not result in satisfactory productivity. Even if the micromanager feels as though what they are doing is for the good of the company, they need to be informed of the negative impact they actions are having on employees who disliked being bothered about everything. One good method to reducing the micromanaging would be to find a way in which you can make the micromanager see things from the other employees perspective.
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Post by wparker on Oct 8, 2013 16:51:22 GMT -6
"Don't let a micromanager terrorize your workplace"
My experiences with micromanagers is not a pleasant one. In short, they are evil. Like the article says, they really do cause unproductive work environments, demoralize employees, and make the work place a living hell. I had one manager that tried to tell me all the little things that need to be done. At one point, I snapped. When they were telling me all the things they wanted me to do, I said to them "so basically, do things the way I've been doing them for years without having someone to tell me. Okay." Apparently, they did not like how I responded and thought I was talking down to them. I had to respond with "no, you're talking down to me and everyone else here. You don't seem to think we are capable of doing our job without you telling us what to do." This "manager" took the hint and started to leave me and my other employees alone, but only when I was at work. Then a few months later gets fired for a few reasons; one of those reasons was because they were very unproductive. So in short, I agree with this article and feel that micromanagement should not be in a work environment.
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Post by boris on Oct 10, 2013 21:50:22 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
Micormanagers can be annoying but they can also be helpful. As the article states, if a micromanager is making the employee unproductive the employee should tell the micromanager how she or he feels, and that could possibly alleviate the effects. It is true not every employee needs to be micromanaged but some do need it. If a person has been in the same job for 10 years they do not need a micromanager regardless if they are good or bad, to tell them what to do. But others such as new employees they do need to be micromanaged so they do their job right.
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