Untitled video

Hi, I'm Satchel.

Thank you for tuning in to our educational seminar on

micro management and its effect on an organization.

In a series of steps we will uncover what micromanagement

is, why it is problematic and what we can do

to address.

Let's dive in.

So what is micromanagement?

Micromanaging by definition, is a management style where manager closely

controls the work of his or her please.

Or in other words, it is basically taking the soul

of the employees, bottling them up, replacing it with a

program algorithm toe, turning them all into robots.

Well, why would something like that be problematic?

Having a building for full of Terminator employees sounds kind

of interesting.

You tell them what to do, how to do it,

and they deliver exactly as you expected.

And that is where the problem is with The employees

of the company are only capable of doing what they're

told, and on Lee that the company can only grow

as high as the height of the micro manage as

the operation grows larger and micro manageable, stretched thinner, causing

a decrease in the performance of the department.

Now that we have identified what's wrong with micromanagement let's

take a look at what causes and manager to become

a micromanager.

Basically, when a manager gets overwhelmed with the pressure of

the responsibilities, such as not being able to increase the

foot activity of their team or department, they tend to

feel you need to micromanage you to make sure things

get done.

According so at this point, trust is gone.

Old textbook management strategies are out the window, and the

manager is on a survivable.

All that matters is what tends to get done, even

if the micro manager has to jump in himself and

get it done.

When the micro managers vision become NARAL in the sense

they often miss out on one thing and that is

gold management.

Instead of managing their goals and deadline, they begin to

fix it on every detail of the work done by

employees. Which brings us to the next problem.

It's an employee can get a job done Well, why

does it matter how they get it?

This is usually when the emotional intelligence of the manager

has filled and they have been kicked or not into

a following protocol to the T kind of state, the

micro manager is not aware of their own norther employees

emotions, and therefore they cannot control or management.

Instead, he monitors every single activity, and that will usually

lead to resignation of police do to dissatisfaction.

Now, some of you may say in workplaces no meant

to be satisfactory anyways.

And employees are replaceable.

No, allow me to tell your story about my own

personal experience in my records.

A while back, I used to work as a swimming

instructor. It was the most ass fine job I had

up to this coins, and I worked in that position

for about five years.

I used to see kids coming in with middle no

swimming abilities and leave a better swimmer.

The satisfaction driven from the results was one thing.

But the main reason why I loved that job was

because as long as you showed up on time having

less sometime and presented results in your students, no one

questions your meth.

Until one day, our pool manager decided to move to

a different city and the new manager showed up and

I remember as the first order of business, he walked

right up to my section of the pool and started

teaching me how to teach my kids and disapproved of

my exercise.

My initial reaction was I have a very well proven

track record, but why is he trying to make me

look bad in front of everyone?

He could have at least waited until I was done

with my lesson and then talk to me in private

if there wasn't a major concern.

Long story short, I decided to not say anything and

let it pass.

But he had different plans.

No, long after you've returned and corrected my next exercise

as well as the one after that.

And then one of that on the one after that.

And then he decided to actually jump in the water

and take over my class and do my work for

me. And that's when I finally had enough.

I knew how to teach my class.

I have been doing it for five years.

I just needed him off my back so I could

do it, so I quit.

Just like that, five years of experience was over and

one day, thanks to micro management now that was five

years of valuable training and growth, which the company had

invested in me.

and never got to harvest to its fullest potential because

no longer known long after that.

Ah, no.

Long after I left the company, I started a new

position at another company in the same work.

And not long after that, I got promoted to a

management position, and they got to benefit from my skills

at the expense of the previous company.

Now what I'm trying to say here is that when

um trained employees leaves your company and goes to work

for your rival.

It's almost the same thing as you handed money out

of your own pocket to your competition.

Now how many of us joined doing that?

I doubt it would be many.

And not a matter is that in such conflicts between

managers and employees, continually can shift the focus of the

conflict from the cast on hand to the relationship and

become personal.

Going back in my experience with my supervisor, his intentions

may have been for the good of the organization and

to improve the performance of the operation he was entrusted

with. But instead of mentioning the issue he had with,

um, my task performance at the right time, he decided

to get overly involved with the details of my performance,

and I viewed it as confrontational, and that led to

a relationship.

I think that's where micromanagement resulted in a negative outcome,

which decreased the performance of the organizations that have increased.

Yeah, so even though employees are expendable and we can

agree, But we can agree that there are not cheap.

And if we can find a way to address micromanagement

which result in such unhealthy turnovers, we can increase the

productive ITI as well as profitability of an organization stolen.

Some facts An article from Radiology Management Journal says that

Marco Management leads to low employees more while high staff

turnover, reduction of productivity and patient satisfaction.

Another study from 2001 she was micro Management is one

of the top three reasons why employees resigned.

So if Michael management is so bad and we have

so much evidence against it, why do we still have

to talk about Well, one of the minute biggest reasons

why we still have to talk about it is because

many of the managers who micromanage are not aware that

they're doing it.

So I have included and exercise at the end of

this video, which can help you.

But I don't find your management style.

And if you do happen to fall under the authoritarian

type of manager, don't worry, you're still hopefully So we

have identified the problem.

We talked about the cause and it's negative.

In fact, now that we're now, what are we gonna

do about it?

What is the solution?

Well, main solution is thou shall have faith in your

employees abilities.

You must first understand that micromanagement exists and it is

bad. Then we must confront.

Then we must confront the trust issues involved.

How? Well, there's two ways to approach this man.

One potential solution to addressing micromanagement is to hire employees

with high emotional intelligence became put up with my micro

manager, now by heavily involving the manager in the detail

of their work before the micromanagement does.

Until this go on until they can build a mutual

trust. The problem with this strategy is how do you

find someone like that and how do you make sure

they stay that way?

Another way of addressing it is to remove better management

policies such as now a transformational leadership model.

Now this model has four main elements, as you can

see, and it can help to prevent micromanagement from forming

in the first place.

This strategy maybe less problematic because it addresses the main

issue of lack of trust and emphasizes on trust building

through communication of division so that police can understand why

it is that they do what they do.

It requires managers to lead by example so that police

can see what act to follow and by encouraging experimentation.

Measures came allow room for mistakes so that employees can

learn from them.

And last one of these.

This model encourages managers to reward desirable outcomes, which is

a which, as proven by the often conditioning, is a

very effective method of learning.

Ultimately, by implementing this model within the organization, when managers

get overwhelmed and get knocked into following protocols state, this

will be the protocol that they're followed.

And instead of a predefined, step by step strategy and

there you have it, you now know how to deal

with my commandment within your organization.

And, as promised, you're are the exercises that I have

prepared for you when I hope you're ah, we're able

to gain something useful from this.

Good luck on making your workplace better place

Untitled video

Audio TranscriptAuto-generated