Micromanaging Can Be A Useful Tool When Appropriate

By Burnice Taylor

If your boss demands excessive control of every project and pays an inordinate amount of attention to detail, he or she is a micromanager.

Most employees dread a micromanager. Having your every action, however small, analyzed can be nerve racking. Employees feel that they aren't trusted and morale suffers. To be sure, micromanaging has its negatives, but it may be needed in some instances.

One instance is when a small business owner hires their first employee. In this situation, the owner may feel the need to spend a large amount of time explaining how the business works. They may hope that the new hire will be able to run the business in their absence.

Another example of a possible need for micromanaging, is when an owner/manager hires someone fresh out of school or otherwise new to the industry. They may have to train this employee closely in the intricacies of their business and work culture.

Some companies with a large number of employees may also find themselves micromanaging their staff, since they will be doing the majority of the work.

Micromanaging helps owners or managers learn the most they can about an employee and the position. They can assess their strengths and weaknesses to maximize employee output and help the business succeed.

Many small business owners/managers agree that micromanaging is not ideal, but necessary for some situations. They may find it hard to transition duties to a new employee.

The owners or managers of small businesses may see the company as an extension of themselves and feel that no one can do the job as well as they can. Or they feel they have too much invested in the company to risk it failing and thus, are compelled to hover over their employees.

Knowing when micromanaging is required takes time and experience, but if owners or managers fail back off at some point and trust their employees to do their jobs, they risk losing them.

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