Employees express frustration with both micromanagement and undermanagement approaches by their bosses.
Timing is critical as intervention by a manager on a task late in the day is seen by workers as unhelpfulManagers who leave employees to their own devices on a project only to intervene at a late stage can expect to meet resistance. Photograph: iStock
“Many managers who take a more hands-off approach are surprised when employees push back at any feedback they do eventually receive,” says Bruce Tulgan, author and founder of management research and workplace consultancy, Rainmaker Thinking.“These employees, particularly younger employees, are often labelled as overly sensitive. However, their resistance is typically less about the feedback itself and more about the timing of that feedback.
There can be an illusion that because people are sitting together and working the same hours, they share common goals and priorities. That’s a pretty lazy way to look at things “If you’re not getting direction from your manager, you should go ask for it and, in turn, your manager should be asking what support, resources and guidance you need so you don’t run into unnecessary problems,” says Tulgan.
“Keeping it together means managers talking to their people regularly – every day, every few days or once a week – to make sure they’re aligned. If they don’t, they will end up doing most of their managing when things go wrong and they have to step in to fix problems that shouldn’t have arisen in the first place. At least that’s my take on it after 30 years of talking to half a million people in the workplace and working with over 400 organisations.
Micromanagement Undermanagement Employee Dissatisfaction Remote Work
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