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Post by dipanjali1 on Oct 17, 2013 9:48:11 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
In my opinion, micromanaging at work can be helpful, but only to a limit. It particularly depends on the person micromanaging to make the process either fruitful or stressful. It is good to have someone supervise the work, double check, and make sure that everything is in order and correct. But, it can be annoying to have someone who frequently disturbs and makes the employee feel that his/her work is not trustful without supervision.
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Post by bneedham on Oct 20, 2013 14:01:12 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
This is a common issue and I have encountered it myself. I actually quit my first management job after almost a year and half and building up my team because the owner constantly micro managed me the entire time. The issue is not only the fact that it negatively impacts the employees or managers being micro managed but that it makes their subordinates also distrust that persons decisions. It is hard for an employee to have much faith in a manager that is constantly being berated in front of them, especially when it is over trivial matters. Micromanagement is in my opinion one of the worst possible things an owner or manager can do when running a business and will ultimately lead to failure. If you cannot trust your employees then you do not trust yourself because if you train your employees right then you have no reason to doubt them.
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Post by danielleolivier on Oct 23, 2013 14:40:28 GMT -6
When there is already stress to get a project done and there is a manager who is over an employee's shoulder at every turn, watching their progress or waiting for an update, it causes more stress and a lot of frustration for the employee. If there is a clear plan and objective for the work or project made by the manager in the beginning, it cuts out a lot of the micromanaging later allowing both the employees and the manager to work on their piece. Have scheduled deadlines and job updates in the project plan will keep everything running smoothly without the stress of micromanaging at every turn.
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Post by brittanyfury on Oct 24, 2013 9:41:21 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
I can relate to this article because of my past experience with micromanagers. When I was a bartender, my GM would pop in occassionally and start observing employees' every move and instantly correct us on the way we were doing things. I consider this particular manager to be a micromanager because he was always a control freak and would degrade his employees without even realizing it. He would criticize the way I answered the telephone, greeted people at the door, and would even go back and re-box my to-go orders to his liking. I think micromanaging employees is very ineffective and causes incompetence in employees. It is important for managers to be constructive with their criticism and encourage motivation. If an employee is feeling micromanaged, they should confront their manager about the problem but with respect and professionalism. Many times the manager is unaware of their micromanaging tendencies and might appreciate your courage to speak up. Managers are always expected to better themselves as they gain expertise and better managing techniques.
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Post by sbardwell on Oct 24, 2013 10:17:06 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
It is difficult not to micromanage when you are responsible for a result. However, people will never have an opportunity to prove they are trustworthy if they are not given the chance. In dealing with a micromanager, you must prove yourself capable and delicately produce evidence of that capability. Ensure the manager that if you have a problem or need help you will come to them immediately. I find micromanagers tend to want things done their way and do not allow others to complete a task in their own person way. This can cause tension but communication is the key to keeping conflicts to a minimum.
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Post by kformaggio on Oct 30, 2013 16:29:39 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
The previous assistant director of my office as a major micromanager. He felt the need to check on what every other employee was doing all the time, but he never had anyone checking him. To me the best way to diffuse this type of situation is to hold weekly (or biweekly, whichever works) staff meetings where staff members can report on their projects and the status of their work for that week. This way the entire 'team' gets a chance to hear about what is going on in everyone's area, and 'everyone' gets to report on their progress.
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Post by cory on Oct 31, 2013 12:12:21 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
As a micromanager myself, I was forced to learn this lesson the hard way. When I was president of my fraternity, I tried to micromanage everything. This led to me getting burned out pretty quickly and a less productive organization because people started just letting me do their work. It is hard for employees to feel motivated to do their work effectively if they are constantly getting observed and corrected. It's like trying to do something with someone constantly looking over your shoulder. It's not a comfortable environment to work in and much care must be taken when confronting someone who micromanages too much.
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Post by w0384905 on Nov 4, 2013 20:56:04 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
This article talks about micromangers and let letting them terrorize the workplace. With any manger they can abuse there authority but you have to be honest with them and make sure they don't do this. It's one thing to have a productive manager that's goal oriented but you don't want a micromanger going around and dictating everything in the work place. You have to give your employees enough space to do there jobs and allow them to excel.
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Post by jessicareid on Nov 7, 2013 11:51:01 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
Mr. Simon North is a columnist for Forbes and also co-wrote a business-centric self-help book. He talks today about micromanagers and how they typically don't have bad intentions, yet they are unaware of the detrimental effects of their behavior. The best way to confront a micromanager who feels uncomfortable when he is out of control is to tell him how you feel, or even ask him how he would feel to be constantly demoralized. This is good advice, like most of these links of the day though, it is a cliche. The golden rule is to treat others as you want to be treated, and this is a riff off that sentiment. Micromangement isn't a phenomenon I've ever experienced in a work setting, but when I encounter this controlling types in my social life I become so agitated that I would say something to them even without an article with gems of advice such as this.
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Post by darrell2009 on Nov 8, 2013 13:12:32 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace I feel micromanager does play a big part in your product but also can have a bad outcome of they make they employees or other members on your team feel not wanted when they are no feeling up to the task. If someone is not getting think done the way you think they should than find out exactly what on their mind becasue maybe they may have a better idea of what is going on.
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Post by christiebrown on Nov 8, 2013 13:19:43 GMT -6
I feel as though micromanaging is something that can hurt the company and the employees of a business. I am definitely one of those people that feel as though they need to help others, even if it means pulling more weight than I should. However, I know that everyone has a limit, and I am lucky enough to have learned mine. Not all people understand that they can't do everything, and to me, I think that is something that a manager should be able to understand.
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Post by ashleylevernharrison on Nov 9, 2013 20:04:02 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace
It is exhausting to have someone constantly looking over your shoulder and questioning your work. Micromanagers have a hard time letting go of tasks. They always feel that the job can be done better and more efficiently by them and no one else. Managing in this way can be demoralizing to the employee. Some people have even quit their jobs just because a manager was trying to micromanage them every minute of every day. I believe that in order to be an effective leader that you have to be able to let go and trust that the task that was assigned to your subordinates is being done correctly.
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Post by w0415498 on Nov 9, 2013 22:42:22 GMT -6
I don’t think micromanagers’ actions are unproductive and demoralizing. Their actions change when people don’t do their job. If people did their job from the jump, they wouldn’t have problems. If the team work together everyone will be happy and no one will be pressured.
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Post by kselders on Nov 10, 2013 10:48:17 GMT -6
Micromanaging could be detrimental to your business. Some look at their business as their “baby” and think if I stay on the heels of all my employees everything will work out. That’s not to say you should monitor and protect your business but, there comes a time one must let go a little. While working for Target some years ago, I had a manager who was always down my throat about something as well as others. I hated it and I avoided being near her at all cost. It made me loose the motivation to want to do well. I visually monitor my patients but, I do not stand over them 24/7. I like to allow them to be independent and attempt to forget about their conditions. If I find that they are hurting themselves then, I monitor them more often.
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Post by ebonisw on Nov 10, 2013 19:17:22 GMT -6
INSTANT MBA: Don't Let A Micromanager Terrorize Your Workplace As I agree that these managers lashing out is a pet peeve of mine, I must also admit that I am guilty of doing this also. A part of me feels that since I am such a hard worker, people take advantage of my efforts and do nothing. I think it is natural to be bothered by this, however, lashing out is the emotional effect of it and the wrong way to handle it. Micromanagers need to learn how to get their fellow employees on task without the attitude or bitterness toward them.
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