Purposeful Micromanaging: A Necessary Leadership Tool
Have you noticed how managers often hang their head in shame when admitting they've been "accused" of micromanaging? I've seen this pattern repeatedly in my coaching work.
It's time we reframe the micromanaging conversation.
Let me be crystal clear about two things:
Micromanaging absolutely has a place in your management toolbox.
Your employees won't love the experience, so be transparent about why it's happening.
Think of micromanaging like seasoning a great meal – it's not the main ingredient. When overused without purpose it ruins everything, just like too much salt.
When Micromanaging Makes Sense
When onboarding new employees learning your goals, processes, and culture.
When experienced team members are stretching into new responsibilities.
When an employee is on a performance improvement plan.
When handling high-stakes, high-visibility projects critical to your team.
The Elements of Purposeful Micromanaging
It has a defined start date and target end date.
You've clearly communicated how this approach will help the employee develop.
The oversight begins intensively but gradually decreases as competence grows.
You schedule regular check-ins to discuss progress and learning.
When did "micromanaging" become such a dirty word?
Recently, a client shared her frustration with a long-term, otherwise successful employee who refused to adopt their new company database. Despite conversations and missed deadlines, nothing changed.
When I suggested implementing accountability milestones with weekly check-ins and connecting the employee with an internal mentor, she looked horrified: "I don't want to be accused of micromanaging!"
There are appropriate times when micromanaging is exactly the approach that's needed. Particularly when it's to help staff grow while building a foundation for success.
The problem isn't micromanaging itself.
The bad rap comes from continuing to closely manage someone who already has the skills, tools, and talents for a specific task. That's controlling behavior stemming from a manager's insecurities.
True micromanaging provides guardrails so employees can tackle new challenges with appropriate guidance.
True micromanaging is:
Intentional
Time-limited
Milestone-driven.
When you approach micromanaging with intention, you'll never be blindsided by accusations because you've already told your staff member: "I'm going to be closely involved with this task because you're developing new skills (or because this project is high stakes), and I want to help you succeed."
Need help shifting how you manage and help your staff learn and grow?
Let's talk about how to transform this misunderstood leadership tool into a powerful development strategy.
Grab an appointment to chat with me: https://ncdsolution.com/beth