In fact, a large proportion of these employees have actually gone about changing their jobs. To substantiate, as per the American Society for Public Administration, almost 70 percent of employees report that they have thought of changing their jobs because of micromanagement. Having said that, micromanagement tantamounts to an ineffective and narcissistic style of leadership. Despite the good intent, micromanagement can sabotage a business and leave its hopes of advancement in tatters. They may have their own reasons for micromanaging and they may be of the opinion that micromanagement is in the best interest of their organization. Of course, a leader’s intent behind micromanaging employees is not something that can be doubted. This uncalled supervision impacts the diligence of employees and also impacts their engagement. Hence, they try to supervise and interfere at every step of the workflow management. They tend to give the impression that they do not have faith in the abilities of their team members. When business leaders micromanage their teams, they exhibit a great sense of mistrust in their team members. Micromanagement kills both motivation and momentum. This is for the simple reason that micromanagement is a big de motivator for them. In fact, if they can be honest with their answers, they will tell you that they hate the notion of micromanagement. You would never hear an employee say that they like the idea of being micromanaged. John Rosemond, an acclaimed American columnist once said, “Invariably, micromanagement results in four problems: deceit, disloyalty, conflict, and communication problems.” This very well sums up the spectrum of problems micromanagement comes with. So, let’s get started! Why is micromanagement a problematic leadership style? However, before we move to the merits of macro-management, it is essential to understand the demerits of micromanagement for a better comparative analysis. To elaborate, this blog sheds light on the key advantages of having a management style inspired by macro-management. By all means, the latter approach helps a business become more profitable and efficient than the former one. On the other hand, some managers have a knack for managing their teams from the purview of macro-management.

Speaking of leadership styles, some leaders and managers are inclined to a micromanagement style of leadership. The ultimate objective is of course to guide an organization to higher profitability that is a realistic measure of the success of a business.

In line with their leadership styles, they devise frameworks of ideas for up scaling employee engagement, employee retention and performance management. Every business leader has unique strategies and leadership styles with the common goal of advancing their organization to new horizons.

Macro management with minimum staffing