Do you agree with this quote below?

What has been your experience with Micromanaging People? Have you reflected on Why there is a need felt to micromanage? and the impact it may have on morale and productivity? Have you experienced being micromanaged yourself???

For long we have managed people through the hierarchy of expectations rather than hierarchy of capability and contribution. In a Culture of Command and Control Bureaucracy the Hierarchy presumes Knowledge, Passion, Strategy, Innovation to be the domain of the Top Leadership– whereas there is no evidence to validate this assumption. On the other hand the people lower down are expected and rewarded for being Obedient and Diligent.

Going by these unspoken assumptions we presume the Frontline is not intrinsically motivated to contribute, and must be Micromanaged to deliver.

Micromanagement can also be the outcome of

– not investing to build Capabilities in teams
– interfering with next levels as that is a familiar space and the Manager’s current job maybe too difficult or lacking in clarity
– can arise from a hangover of the industrial era when junior inexperienced employees did not have access to knowledge, had no option but to learn through experience- whereas the current entry level employee is a product of the knowledge era and maybe more capable of learning and doing the job if left to do it!!
– not having made a successful transition from
Leading self to leading others..as a Manager of People – not knowing how to get performance delivered through others…

Micromanaging is Disempowering, plays out Theory X philosophies and is the fastest way to lose good talent, also losing the opportunity for Coaching them, can create conflict within teams and adversely impacting Employee Experience and well-being. #leadership #job #opportunity #people #culture #strategy #experience #coaching #investing #talent #productivity