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Successful Micromanagement in Information Technology Series

Micromanagement requires a specific type of motivation. The existing team is likely going to experience some concerns about their work and their jobs, even if you have made sure to create an immediate success as outlined in the first step to successful micromanagement.

The immediate success provides a sense of instant gratification. However, the team is smart. They’ll realize that the success came quickly after your arrival as micromanager and begin to worry about whether they are going to get micromanaged for the remained of their career (or lose their job altogether).

Remember, the entire point of micromanaging anything is not to be stuck micromanaging for the rest of your career. The point is to get the project/company back on track.

Listen for any concerns that might come up in your team. Chances are, you are going to have to fire someone from the team, so keep an eye out for who is going to be the team players and who is going to “fight the man”. Effective micromanagement does require removing any employee obstacles to success. We’ll cover that in the next part of this five part series on micromanagement.

Once you know what concerns are out there, it will be easy to motivate your team. Get the concerns out on the table. Deal with them. Don’t ignore them. If someone has a concern about getting fired, be honest with them. At this point, you shouldn’t know if/who is going to get fired. Let them know that you don’t know, but don’t invalidate their concern by telling them that nobody is getting fired.

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