Micro Managing Versus Managing

Author: Kristy Hawkins

I’ve worked in a Recruiting firm for over 13 years now, and have spent quite a bit of time interviewing candidates.  As Peter Griffin from the show Family Guy would ask, “You know what really grinds my gears?”

Here’s what I’ve learned about interviewing for management style over the years:

When the interview question, “What is your management style?” is asked, don’t immediately answer with “I’m not a micro-manager.” That grinds my gears. Here’s why:

I believe most people don’t have a healthy understanding of what it means to be a manager in general. Sometimes, people think that a manager who checks in regularly, asks questions and is genuinely involved with their employees is a micro-manager.

Isn’t being engaged and showing a genuine interest in your employees just good management?

In my experience, a micro-manager is someone who constantly observes and tries to control the work being done by their team. This type of manager doesn’t trust their employees, doesn’t believe the work will be done to their satisfaction, or are fearful of being replaced if someone knows more or performs the job better.  This is not good management… this is poor management. And it grinds my gears too.

Management should be synonymous with leadership. Would you agree?

Managing a team requires someone to lead others towards a common goal – which also defines leadership. A good manager is not completely hands-off. A good manager checks in regularly to ensure people have the resources they need. A good manager checks in to make sure deadlines are going to be met, and if not – asking why and communicating to all stakeholders.  A good manager trusts their team. A good manager cares. Period.

If you’re in a position of management, don’t be hands off. Yes, you want to give your team members the autonomy to do their jobs and be trusted they will do right by the organization – but don’t leave them hanging.  Engage with them, collaborate with them, teach them, and learn from them. Management is a two-way street.

This doesn’t make you a micro-manager, this makes you an engaged manager… an effective manager.

My advice from years of conducting interviews? The next time someone asks, “What is your management style,” refrain from saying what you are not: a micro-manager. If you've been in an interview and answered that way before, please don't be offended. This is simply my view based on my interviewing experience over the years, shared in hopes of assisting future interviewees to prepare for management and leadership opportunities.

Instead, take the time to think about your management style. Has it been intentional? If not, how would you describe it? Collaborative, mentor/coach, firm but fair, just to name a few.  If your management style is intentional (and bravo to you for this), share why you chose that management style - how did it inspire you and how do you incorporate it into your daily work life?