Regarding the following article, "Le micromanagement, enfer pour les uns et bonheur pour les jeunes", Micro-management in the workplace can be toxic and demoralizing for some employees. There is no denying hardly anyone likes being extensively controlled by their bosses. However, research has found that less experienced workers are more likely to appreciate this type of management. This article will gain more insights into micro-management and suggest how it can be done to optimize this leadership style.
What is micro-management?
Micro-management in the workplace is the act of the managers observing and controlling their subordinates greatly. This means the micro-managers keep track of every detail and decision of their team's work, which can result from a lack of confidence in the workers' abilities to perform their tasks successfully. Another characteristic of micro-management involves requesting constant updates on the work, providing frequent feedback, and being unwilling to delegate. The micro-managers tend to take work upon themselves, believing that the work will not be completed perfectly without their participation.
Why is it appreciated by less experienced workers, especially young graduates?
According to Intelligent.com, one in five young graduates prefers being micro-managed despite the unsavory characteristics of micro-management. This might be surprising since the young generations are assumed to crave autonomy and flexibility in their work environments. However, the need for guidance and reassurance is prioritized since they just step into the corporate world. Being afraid of making mistakes in the first tasks, the fresh graduates might feel more reassured while closely overseen by managers. 83% of young people surveyed say that being micromanaged gives them the impression of being supported by their hierarchy. In comparison, 73% say that this management style helps them focused on their professional missions.
Why it needs to be balanced?
However, overusing micro-management can negatively affect the work-life balance of the employees. Anxiety at work among some of the employees leads to heavy reliance on managers to ensure good output. Therefore, micro-management could facilitate this behavior, which makes the employees expect their bosses to be available all day, outside of working hours. Lack of autonomy also worsens the ability to manage the tasks themselves. A good balance of micro-management can improve its potential and minimize the downsides.
At MilaCom, "fédérer et faciliter" is a cornerstone of our Well-Living Rally program. This training theme focuses on uniting teams and fostering collaboration, ensuring a seamless connection between employees and management. While micro-management can play a role in enhancing productivity, this approach must be applied with balance and strategic intent. Our training empowers leaders to facilitate teamwork effectively, optimizing performance while maintaining a healthy, cooperative workplace dynamic.
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