Smart people hate micromanagement because it is not only useless, but also counterproductive !
Steve Jobs also said:
"If you want to hire great people and have them stay working for you, you have to let them make a lot of decisions and you have to be run by ideas, not hierarchy. The best ideas have to win, otherwise, good people do not stay."
He said also that good employees do not need to be managed. They need the big picture, guidance and support.
"I perform better under strict micromanagement", said no employee ever.
Fundamentally, micromanagement leads to disengagement, dismay, dispute, disfunction and disloyalty.
Agree ?
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Senior Graphic Designer | Photographer | Freelance Artist
2 年100% agree.
Senior ProductOwner Analytics & MachineLearning @Rewe Group (Ex DPDHL, PWC Tech Product Leader Data, IoT, OpenAI, DataMesh, P&L, DevOps for Digital Services)
5 年In memory of Steve Jobs words I "retweeted" today this post again! It's a good one to think about again from time to time.
Ph.D., Senior Member of IEEE
6 年For some executives, Job's attitude may be not easy to take, since they usually tell others what to do. 100% agree on Oleg's comment. Micromanagement doesn't work at all for RD type of work, since there are too much uncertainties in the technical world.
Music Composer, Videographer and Web Designer | Creative Thought Leader and Artist | Check out my latest track and album: Freedom!
6 年Micromanagement provides the manager with a sense of control, but at the same time it robs the employee of it. I don't think a manager should engage his/her employees like this.? It is no surprise that the number one reason employees leave their companies is because of this. It is ineffective. It also shows the employee that you have no trust in their abilities that you must police and helicopter over them. I wonder if it is also done by a manager to mask their own insecurities - for instance, if the employee is technically more skilled than their line manager - the line manager may perceive that they are a threat to them professionally and so then resorts to micro-managing the employee to get the advantage over them. This passive aggressive tactic can easily destroy a person's character and reputation in the workplace which then leads to the employee feeling upset as the wrong view of them is being discreetly given around the place (unknown to them). If the employee asserts themselves and stands up to it in writing, they run the risk of being on the receiving end of even more micro-management. If the employee chooses not to respond to it and disengages from it each time then this may be a healthier way to go for the employee but going above the person who is micro-managing you is also recommended and quoting the organization's "lack of dignity and respect policy" might help to put an end to it.
Operation Cluster Head
6 年That‘s how it should be.