Do you strike the balance? Micro and Macro Management

21 May

Do you strike the balance? Micro and Macro Management

A manager’s role is to nurture the growth of an employee and there are particular managerial techniques which can be used to positively impact that growth. The inherent requirements of an employee’s role will assist in the way you strike a balance and it is at your discretion to determine what that balance demands…

What is a micro manager?

  • A micro manager is a boss or supervisor who constantly looks over employees’ shoulders and is often perceived as controlling and overly critical.

What is a macro manager?

  • A macro manageris a type of boss or supervisor who takes a more hands-off approach and lets employees do their jobs with minimal direct supervision.

The Balance:

It is important to note that aspects of both managerial techniques need to be used by managers throughout an employee’s tenure.

A micro approach can benefit an employee who is new in their role and requires assistance and training. This exercise can be leveraged to establish standards and expectations, outline inherent requirements of the role and ingrain the company vision, mission and values. It can also be effective in the performance management process, where a regimented and procedural exercise is required to achieve a positive outcome. Where this ceases to be an effective exercise is where an employee is established, looking to progress and excel in their respective role. The misuse of micro management can create undue stress, job insecurity, emotional strain, fatigue and lack of confidence. 9 times out of 10 this will cause the employee to become unmotivated, feel underappreciated and it will sour the manager and employee relationship.

Effective managers know when to take a STEP BACK!

Macro management can be utilised to guide and nourish an employee. Allow an employee to step outside of their conform zone and take the lead in respective tasks – pressure creates diamonds and a “comfortable” employee is not the desired result in any employment relationship. As a manager, if you believe an employee is capable of performing their role without direct and regimented supervision take a step back and watch/help them grow. This will create stronger working relationships and ultimately empower and engage an employee, promoting growth and a greater sense of satisfaction and accountability. You want to impress your boss, right?…then reverse engineer it, start nurturing your team and smash those expectations!

One of the main reasons employees leave a business is because of their direct manager…different people work in different ways and it is in your best interest to strike that balance!!

Self-reflection exercise…..

What type of manager are you…?


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