“He’s a micro manager!” Ever heard those words before? Perhaps you’ve said them yourself about someone else. It’s a damning label to give to someone, but is it accurate? Maybe it’s time we rethink how we use this phrase…
The term micro manager has turned into a phrase all too commonly used incorrectly in today’s business world. As a result, we have a battalion of leaders out there that are scared to performance manage their people because they don’t want to be labeled as a micro manager. As a result, everyone involved suffers: the employee, the leader, the surrounding employees, the company and even the customer.
Performance management (or micro managing as some of us are fond of calling it) is a crucial part to successfully running any business, operation or department. When it’s done correctly it establishes a level of expectation and excellence that goes from the front line employee all the way to the customer.
Fact #1 - Leaders who are engaged, focusing on their employees strengths while providing communication and feedback on their performance have employees that are 67% more likely to produce more with better results, stay with the company longer and are more engaged themselves. (courtesy of Gallop’s 2015 report on U.S. workforce engagement)
So what’s the difference between being a micro manager and a leader who can successfully performance manage?
What if I told you the difference is NOTHING!
They are one in the same. It’s just a matter of how we as leaders go about it. For the full article click here.
About the Author
Serving over a decade in the technical services industry in Orange County, CA, Travis Smith has developed a talent for assessing technical talent and overseeing technical projects. His other areas of specialty include: leadership development, business development, resource planning and creative solutioning.