Micromanagement
Peace be upon you
Welcome to 10X businesses blog
A lot of people don't like their work, They want to enjoy and feel entertained at the work, and they always ask What is the problem, is it me or my manager?
Because I am a Mentor for more than 30 startups and CEO of ELmawkaa startup we always ask: How can I feel that I am free and I own my Job?
Statistics can help you better understand
A survey conducted by Trinity Solutions and published in author Harry Chambers’ book My Way or the Highway showed that 79 percent of respondents had experienced micromanagement. Approximately 69 percent said they considered changing jobs because of micromanagement and another 36 percent actually changed jobs. 71 percent said being micromanaged interfered with their job performance while 85 percent said their morale was negatively impacted.
We could find the best solution if we identify the Problems very well and the problem is
Micromanagement "is exactly what it sounds like; someone trying to personally control and monitor everything in a team, situation, or place. Annoys employees"
“attention to small details in management: control of a person or situation by paying extreme attention to small details.”
Bad impact:
-Is vulnerable to human error on both sides
-Isn’t scalable at all
-Makes managers lose sight of the big picture
-Damages employee trust
-Leads to burnout in managers and teams alike
-Can cause employees to become dependent on micromanagement
-Increases employee turnover rate
-Stress.
-This can affect an employee’s work and home life.
-Health problems, such as heart problems or high blood pressure.
-Economic problems and job insecurity.
-Fear of being demoted or losing your job.
-Emotional strain due to verbal or emotional abuse from the manager, which negatively impacts self-esteem.
-Fatigue from overwork.
-Lack of appreciation leaves employees unmotivated because they don’t know if their work is appreciated or valued.
-Lack of confidence makes meeting with the manager difficult because the manager looks down on the employees.
the Solution is
OKRs are generally set every quarter, allowing the team to refocus on key objectives and how to reach them. This is done by:
Setting a couple (not usually more than 5) objectives relevant to the audience, be it a team or an individual
Making sure that objectives are actionable, quantifiable, have a deadline, and are a little ambitious
Define up to 4 measurable results for each objective
Results should be difficult but achievable, measurable, and lead to objective progress
Best practices/Tools/examples:
Feedback
Brainstorm
Share knowledge
Be open to any questions
Monitor results not process
Daily meetings or standup meetings
Trust your team
Give them all the information they need.
Who can micromanage: factories workers
There stories/examples "one of them about elmawkaa":
They don't come back to me except in things not on their field or in problems.
My Thoughts from our journey/company
They will appreciate you when you give them the lead.
Quote and push/action:
“It doesn't make sense to hire smart people and then tell them what to do, We hire smart people so they can tell us what to do.” steve jobs
Remember as conclusion
OKR is one of the best solutions for micromanagement
Thanks for reading
Send me all your inquires or any topic you want me to talk about it
I will add all the resources and please check it
Send me a comment and Let's Discus it together
if this will benefit someone you know please share with and send me feedback
See you next week
Peace be upon
Resources:
https://www.process.st/micromanage/
https://patimes.org/damaging-effects-micromanagement/#:~:text=How%20widespread%20is%20micromanagement%3F&text=Approximately%2069%20percent%20said%20they,their%20morale%20was%20negatively%20impacted.
https://www.process.st/micromanage/
https://www.honestly.com/blog/how-to-deal-micromanager-part1/
https://www.slideshare.net/weekdone/do-you-lead-or-micromanage-6/2-Employees_easily_recognize_micromanagement_but
https://www.youtube.com/watch?v=DmtslJXYrQU
Welcome to 10X businesses blog
A lot of people don't like their work, They want to enjoy and feel entertained at the work, and they always ask What is the problem, is it me or my manager?
Because I am a Mentor for more than 30 startups and CEO of ELmawkaa startup we always ask: How can I feel that I am free and I own my Job?
Statistics can help you better understand
A survey conducted by Trinity Solutions and published in author Harry Chambers’ book My Way or the Highway showed that 79 percent of respondents had experienced micromanagement. Approximately 69 percent said they considered changing jobs because of micromanagement and another 36 percent actually changed jobs. 71 percent said being micromanaged interfered with their job performance while 85 percent said their morale was negatively impacted.
We could find the best solution if we identify the Problems very well and the problem is
Micromanagement "is exactly what it sounds like; someone trying to personally control and monitor everything in a team, situation, or place. Annoys employees"
“attention to small details in management: control of a person or situation by paying extreme attention to small details.”
Bad impact:
-Is vulnerable to human error on both sides
-Isn’t scalable at all
-Makes managers lose sight of the big picture
-Damages employee trust
-Leads to burnout in managers and teams alike
-Can cause employees to become dependent on micromanagement
-Increases employee turnover rate
-Stress.
-This can affect an employee’s work and home life.
-Health problems, such as heart problems or high blood pressure.
-Economic problems and job insecurity.
-Fear of being demoted or losing your job.
-Emotional strain due to verbal or emotional abuse from the manager, which negatively impacts self-esteem.
-Fatigue from overwork.
-Lack of appreciation leaves employees unmotivated because they don’t know if their work is appreciated or valued.
-Lack of confidence makes meeting with the manager difficult because the manager looks down on the employees.
the Solution is
OKRs are generally set every quarter, allowing the team to refocus on key objectives and how to reach them. This is done by:
Setting a couple (not usually more than 5) objectives relevant to the audience, be it a team or an individual
Making sure that objectives are actionable, quantifiable, have a deadline, and are a little ambitious
Define up to 4 measurable results for each objective
Results should be difficult but achievable, measurable, and lead to objective progress
Best practices/Tools/examples:
Feedback
Brainstorm
Share knowledge
Be open to any questions
Monitor results not process
Daily meetings or standup meetings
Trust your team
Give them all the information they need.
Who can micromanage: factories workers
There stories/examples "one of them about elmawkaa":
They don't come back to me except in things not on their field or in problems.
My Thoughts from our journey/company
They will appreciate you when you give them the lead.
Quote and push/action:
“It doesn't make sense to hire smart people and then tell them what to do, We hire smart people so they can tell us what to do.” steve jobs
Remember as conclusion
OKR is one of the best solutions for micromanagement
Thanks for reading
Send me all your inquires or any topic you want me to talk about it
I will add all the resources and please check it
Send me a comment and Let's Discus it together
if this will benefit someone you know please share with and send me feedback
See you next week
Peace be upon
Resources:
https://www.process.st/micromanage/
https://patimes.org/damaging-effects-micromanagement/#:~:text=How%20widespread%20is%20micromanagement%3F&text=Approximately%2069%20percent%20said%20they,their%20morale%20was%20negatively%20impacted.
https://www.process.st/micromanage/
https://www.honestly.com/blog/how-to-deal-micromanager-part1/
https://www.slideshare.net/weekdone/do-you-lead-or-micromanage-6/2-Employees_easily_recognize_micromanagement_but
https://www.youtube.com/watch?v=DmtslJXYrQU
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