MicromanagerWikipedia defines micromanagement “as a management style whereby a manager closely observes or controls the work of subordinates or employees. Micromanagement generally has a negative connotation”.

I’m doing some consulting, actually PR, for a small business with 18 employees in Vancouver. I go on my merry way and meet clients on behalf of this company on a regular basis. I enjoy the work but find working with the owners a bit daunting. They are micromanagers.

The President has put together a formidable business and is very passionate about the company. His employees are long term and some even have a piece of the company. I feel his stress every day when he comes into work. The feeling in the office changes as soon as he gruffly arrives which is usually when I leave to go to my appointments.

There are a couple of reasons for micromanaging. Firstly, it feels like the owner doesn’t trust the employees. This could be true but it usually is all about perfectionism and how the leader perceives his employees. Instead of getting the most out of an employee through benefits, a good working environment and being well paid, micromanaging makes the employee feel like they would rather stay home. I have to constantly bite my tongue for fear of rattling the boss and getting into an unwanted argument. I’ll do what they want from me as long as I can take it and then fire my client when it gets to be too much. That’s the good part about being a consultant.

I have a different approach to employee management and it has worked well for me in the past. It’s called ROWE, results only work environment and it works great. I used to say to my staff of business coaches – “if you have a bad day and everything is going to hell in a hand basket, go golfing – get out of the office”. As log as they fulfilled their obligation to me and reached their agreed upon goals they could manage their time themselves. By giving them the respect they deserved they never abused it.

The cool part about my team of coaches was that I could count on them for anything. I trusted them implicitly and always knew where I stood with them. The good part? We had the highest success rate of any organization I know of and each coach, although an employee felt like they were independent entrepreneurs which is perfect when you are coaching entrepreneurs.

So if you have employees sit down and decide which manager you want to be. Need help call me 604-805-2025

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