Which Is Better: Micromanagers vs. Hands-on Managers?

Hands-on managers and micromanagers approach employee supervision differently. While both approaches entail a manager being very engaged in their management role, a hands-on manager often is considered more pleasant to employees.

Leading by example without interfering with employees' talents and work results in managerial success. However, avoiding micromanagement while maintaining a hands-off management style is a tricky balancing act.

Hands-on manager

A hands-on manager is actively engaged in the same job field as the employees they lead. In a retail setting, for example, a hands-on manager not only coaches but also actively participates in the responsibilities of sales and service personnel.

Management consulting firm Michael Page said that a hands-on manager spends a lot of time dealing directly with people and working on tasks. This differs from a supervisor who has a more hands-off method and spends more time in their office making decisions and delegating tasks.

The good and the bad of a hands-on manager

Hands-on managers are frequently described as "leaders by example" since they are willing to do the same job as their people. By working closely with people, the hands-on manager is also much more aware of the training and coaching needs.

They have more regular contact with clients and can help build good client relationships. However, a hands-on boss must be careful not to become too involved in their employees' routine tasks that they become intrusive. This might alienate workers and prevent the boss from overseeing and coaching their team.

Micromanagers

Micromanagers are basically hands-on supervisors who overstep the rules of management and get too engaged in the work of their staff. For example, a micromanager will typically assign tasks to team members and then linger over them as they perform the job.

Instead of checking up after the employee completes the task, they constantly oversee the work and offer frequent feedback and evaluation. According to MindTools.com, some micromanagers fail to delegate work and are constantly on the lookout for faults or mistakes so they can step in and help.

The issues with micromanagers

Micromanagement is an extreme form of hands-on management. These managers can cause serious problems in output and efficiency. In addition, oversight of work can demotivate employees and cause them to lose faith in their abilities.

Moreover, managers who are too concerned with workers' work may not be fulfilling their jobs as managers adequately. A good manager often prioritises strategy development, personnel training, and mentoring. Taking on a job that should be assigned takes the focus away from these activities. Micromanagement, if left uncorrected, leads to low staff morale and attrition.