---
layout: post
title: ! 'Wanted: Micromanagement. Dead.'
tags:
- Loadacrap
- Personal improvement
status: publish
type: post
published: true
meta:
  _edit_last: '1'
---
Besides passion, <em>trust</em> is one basic pillar of success in the web industry. <em>Micromanagement</em> is its Megatron.
<h3>What is Micromanagement?</h3>
No, it’s not about Starcraft; but it can be related though. Quoting Wikipedia:
<blockquote>In business management, micromanagement is a management style where a manager closely observes or controls the work of his or her subordinates or employees. Micromanagement is generally used as a negative term.</blockquote>
So yea, micromanagement is a bad thing. In an industry where motivation and passion are the ultimate requirements, anti-trust behaviour is the killer. If you don’t trust your colleagues / subordinates, then something is wrong. It’s either you or them. Which one is it going to be?

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<h3>What makes you not trust your peers?</h3>
Take your last bad project and analyze your actions, your behaviours and also their actions and their behaviours. Write them down. What did you find?
<ul>
	<li>Did your peers change their way of talking to you?</li>
	<li>Did they approach you less often?</li>
	<li>Have they tried to cut the conversation short? Like, hurrying things up so they won’t have to talk to you?</li>
	<li>Have they stopped doing stuff the way you wanted?</li>
	<li>Did you start resenting their presence, the moment you even see them at the office?</li>
	<li>Did you start feeling they are not following your “orders” ?</li>
	<li>Have you been shouting and cursing more often?</li>
	<li>More headaches? More stress? Nausea?</li>
</ul>
I could spill a dozen more. I experienced these behaviours in some way a while ago. They are real and you can experience them as well, should you choose to.
<h3>How can I turn Micromanagement around?</h3>
<strong>You can choose not to micromanage your peers</strong>. Instead, you can lower your bar and let <em>them</em> manage the project <em>they</em> are working on. You just manage outer communication. They might even call quits. If that happens, you don’t need to panic; you’re not supposed to. You’re supposed to ask them what should change and share the learning experience with everyone in your company. I’m sure they’ll come up with an answer and I’m even more sure that the learning experience will be welcome and rewarding.
<h3>“Let’s talk.” Never do that!</h3>
If someone said that to me, I’d talk, sure; but not as comfortable as he wanted. This phrase is a threat. It doesn’t look one but it is, especially if you turn your back like <a href="http://www.youtube.com/watch?v=glvGfQnx3DI">David Caruso</a> does. It gets even worse if he wants to talk to you in the meeting room.

If the subject is important, then you probably want to engage me:
<ul>
	<li>Reach out a smile and a chance for the both of you to figure the solution out.</li>
	<li>Listen to who you’re talking.</li>
	<li>Be honest with the both of you.</li>
	<li>Don’t explode. If you are, then probably you’ve reached the path of no return. Say you’re sorry, return to the basics and learn from the experience.</li>
</ul>