Lot is written about the ineffectiveness of micromanaging, how to handle a micromanager, how to stop micromanaging but is it always bad to micromanage?

While for some managers it’s out of their obsession for control or their fear of failure, for some it’s forced.

As a team member, ask yourself, are you giving enough confidence to your manager that he needn’t micromanage? Are you proactive in reporting the progress, in communicating the issues and communicating other aspects of your work?  Proactive actions from the team help build the manager’s confidence and thus avoiding the need to micromanage.

An inexperienced /new employee will appreciate micromanagement, which may be termed as coaching/mentoring. This done until he/she understands the organization’s processes and gears up to handle work independently, works well.

Micromanagement is essential when the team has failed to meet expectations repeatedly. The manager can do it to understand the issues and help them be competent. In this circumstance the manager can communicate to the team the issues and his expectations out of this exercise. This will avoid any resentment building in the team.

Also micromanagement is necessary when the work is time critical and team doesn’t have prior experience in it.  Micromanagement is also essential when there’s crisis.

Micromanaging has its advantages and is necessary in certain situations but a manager has to be prudent in its use and understand when it is excess.

Like there’s a positive and negative side to everything, even micromanagement has its positives and negatives. Appreciating the positives will make you a better manager and a better team member too.