Micro-Managers: A blessing in Disguise

Micro-Managers: A blessing in Disguise

Micromanagers never Want to Sabotage You: They’re Committed to Organizational Objectives

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Pakistan's job market boasts a pool of highly qualified individuals, yet a critical question arises: how many are genuinely committed to performing their assigned duties with diligence and accountability? This issue is particularly pronounced in the pharmaceutical sector, which continues to grapple with high turnover rates among both labor and executive-level employees.

?? Organizations rarely intend to lose talented and high-performing individuals, as retaining them is vital for sustainable growth and competitive advantage. However, the persistent turnover suggests underlying factors beyond managerial intentions. One plausible explanation lies in employees' inclination to prioritize comfort zones over professional challenges. Many workers aspire for lucrative remuneration without a proportional commitment to their roles, which can lead to dissatisfaction and eventual attrition when expectations misalign.

In such a messy job market where the employees are not ready to escape from their comfort zone, there are titled as managers. A manager delegates tasks, trusts their team, and focuses on strategic goals. They empower employees by fostering independence and accountability.

In contrast, a micromanager exercises excessive control, monitors every detail, and often undermines trust and autonomy. Then who is better a manager or a micro manager all current literature supports manager as he inspires growth and productivity and micromanagers are blamed to hinder innovation, creating a restrictive environment that stifles employee confidence and morale. Do we have autonomous work culture success stories? perhaps rare.

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Addressing this challenge requires a multifaceted approach, including fostering a culture of accountability, providing growth opportunities, and aligning organizational incentives with performance-based metrics. These strategies can bridge the gap between employee aspirations and organizational needs, ultimately mitigating turnover in the sector.

Now a million-dollar question arises who is better, a manager or a micromanager in Pakistan

Micromanagers are often misunderstood. While their actions might feel overbearing, their intent is rarely to undermine their team. Instead, their primary focus is ensuring organizational objectives are met under all circumstances. This intense commitment to results can lead to excessive oversight, as they fear even minor missteps could jeopardize success.

While often criticized, micromanagers ensure certain benefits in specific scenarios. As they ensure meticulous attention to detail, which is crucial in high-stakes environments where precision is paramount. By closely monitoring tasks, micromanagers identify inefficiencies early, providing opportunities for immediate corrective actions. Micromanagement is still considered best a temporary measure for onboarding new employees, ensuring they understand processes thoroughly. Additionally, in crisis situations, hands-on guidance can streamline decision-making and maintain control. However, these benefits are context-dependent, and excessive micromanagement should be avoided to prevent employee dissatisfaction and stifling creativity over the long term.

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In a nutshell, Micromanagers are blessing for the organizations as they seek their success in meeting organizations objectives. They never want to sabotage their employees rather they on? keep them onboard for the voyage of success. Micromanagement needs a lot of efforts from a single person but it serves a balancing bridge between new and old team members and is an efficient way for on boarding new employees and keeping the team momentum at the same pace. Once the team is recognized as “the Achievers” then they fall in eligibility list for every award and reward announced the organization which brings in the real time motivation for their progress and carrier escalation.

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Author,

Dr. Mehboob Ahmad

Ph.D.-Marketing, MS-Marketing, MBA-Marketing, B. Sc. (Zoology)., AKU-MERCK-ABMTC, OSHA-Certified

For feedback and comments

0092-300-0600749 (WhatsApp)

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