Macro management how to#
Macro management update#

It comes out of a manager's need for control and to assert their authority. But it doesn't typically come from bad intentions. Micromanagement is a negative way of managing a team. It is a method of exacting control that limits the autonomy and creativity of employees. It is an excessive amount of involvement in all the team's activities. Micromanagement is more than just paying careful attention to what your team is working on and producing. Micromanagement describes a management style where a manager closely observes and controls the actions and output of team members. What is micromanagement in the workplace?

Macro management how to#

This guide will cover what micromanagement is, how to spot it, and why it's harming your team and your company, plus some suggestions for improvements that can help everyone perform at their best. Micromanagement is a common but disruptive behavior that too many managers use with their teams to produce good work.Д«ut micromanagement has many adverse effects, and it can decrease productivity overall. These behaviors are all examples of micromanagement in the workplace. This doesn't lead to a good employee experience - you probably felt stressed, irritated, and unable to get your work done well. Or perhaps they are checking in too much online, sending you emails and chats too frequently.

Macro management update#

Rather than obsess over day-to-day performance, consider your teamвЂ™s success factors on a consistent basis.Have you ever had a boss who is always hovering over your shoulder, checking to see what you're doing and how long it takes you to complete tasks? Maybe they do it while you're in the office, stopping by every hour for a status update at your desk and interrupting your task flow. Industry conferences, workshops, and continuing education all lend themselves to addressing oneвЂ™s success factors. When you check in periodically with folks on your team, you should restate the success factors and discuss what each person is doing to develop them over time. And then, over time, would consistently reinforce them вЂ“ and support their development вЂ“ going forward.Д®veryone on your team should know (and agree) on the вЂњsuccess factorsвЂќ for their role. These four attributes are success factors.ДЄ great MACRO manager states these success factors up front to someone hired for such a job. For example, a great вЂњOffice ManagerвЂќ is (1) extremely organized, (2) has a great attention to detail, (3) understands the operations of the business, and (4) is comfortable working with different personalities. вЂњSuccess factorsвЂќ are the specific attributes for each person to be successful in his/her job. So whatвЂ™s the secret to great MACRO management? Defining and then reinforcing вЂњsuccess factors.вЂќ As a result, we may lose people or fail to push our colleagues to their greatest potential. Our operational obsession with near-term progress and great performance at any given moment often inhibits our MACRO perspective. Our challenge as managers is that we have an inherent bias for the MICRO side.

Does each member of the team feel happy and fully utilized?ДЄs you can see, the MICRO and MACRO perspectives of management are quite different.

How will each personвЂ™s role develop over the coming years?.

What are each personвЂ™s career aspirations?.

What skills does each employee want/need to develop?.

A great MACRO manager asks questions like:

How do we promote more accountability within the team?Д«ut what about the MACRO part of management? Beyond your day-to-day role as a manager, you must also consider each personвЂ™s career trajectory.

How do we measure progress (and are we making progress)?.

What are the deadlines for a particular project?.A great MICRO manager asks questions like:

Micro-management вЂ“ not the notoriously negative вЂњmicromanagement,вЂќ but rather what I call the MICRO aspect of management вЂ“ is all about the day-to-day management that keeps the team on track. Great management happens on both a вЂњmicroвЂќ level and a вЂњmacroвЂќ level. After you find them, it is your responsibility to manage the team. Finding the right folks is half the battle. Every creative leader faces the challenge of building and managing a team.