Bosses that employ the use of micromanagement or are hands-on have distinct styles in handling their staff. While each method involves a manager being very active in his management role, a hands-on manager generally is viewed as more favorable to employees.
Do you know that leading by example without intruding on the talents and work of employees may lead to more productivity?
Many of us have come across micromanagers who tend to exercise excessive control trying to check every single step and every tiny detail of the job. Though this attitude is not always guided by bad intentions, sometimes managers just do not see how their approach may affect employees’ productivity and sincerely believe their “active” involvement will help tasks be done better, however the results are far from satisfying.
Let’s weigh the pros and the cons and see which works for your office space in the Philippines.
How to be a hands-on manager
To be a hands-on manager you must be actively involved in some of the same type of work as the employees you lead. In a retail environment for example, this type of manager not only coaches his team of sales and service associates, but he also is actively involved in these tasks. In general, a hands-on manager spends more time interacting directly with employees and working with them. This is almost entirely different to a manager who uses a hands-off approach and spends a lot of time in his office making decisions and delegating tasks.
The good and the bad
Now, for the pros. A hands-on manager is often described as someone who lead by example because they show a willingness to engage in the same type of work as their employees. By working closely with employees, a hands-on manager becomes more aware of coaching and training needs. Also, since a hands-on manager has more regular contact with customers, he can help build good customer relationships. However, there are also some cons. A hands-on manager must be careful about getting so involved with his employees to a point that he becomes intrusive. If this happens the workers may be alienated preventing the manager from supervising and coaching his team.
Let’s move to micromanagement
Usually, hands-on managers who overstep the bounds of management and get too involved in the work of their employees become micromanagers. A micromanager tends to assign tasks to their staff and then keep watch over them while they complete the work. Rather than following up after the employee finishes the task, he closely oversees the work and offers constant feedback. Some micromanagers struggle to delegate work, and they closely watch for mistakes or errors so they can jump in to help.
The bad side of micromanagement
Micromanagement is often an extreme form of hands-on management. These nosey bosses can cause major problems when it comes to productivity. Too much oversight of work can demotivate workers and cause them to lose confidence in their abilities. Additionally, managers who are too involved in employees’ work may not be performing their roles as managers adequately. To be a good manager you should spend significant time planning strategies, training and coaching your staff. Taking on work that should be delegated distracts from these activities. If this continues, micromanagement may lead to attrition.
If you are a micromanager, my main advice is for you to talk and listen to employees more. In such a way you’ll learn to trust them and be able to delegate tasks that fit them and they will happily accomplish.
What do you think about micromanagement? Do you think it will work for your staff in your office space in Cebu? Is it a boon or a bane? Share your thoughts!