While i like some of these points, the example of coaching gets close to the type of micromanagement that makes employees unhappy and is ultimately counterproductive. There needs to be a balance between instruction, coaching, and following up, on the one hand, and trusting and displaying trust on the other hand. Not mutually exclusive, but there is tension between the two
(Thanks for the comment and apologies for the very late reply.)
I agree that there must be a balance. I would also add that bad coaching is tolerated much worse than good coaching, and a sizeable part of what people usually complain when they mention micromanagement is actually management from a bad manager.
While i like some of these points, the example of coaching gets close to the type of micromanagement that makes employees unhappy and is ultimately counterproductive. There needs to be a balance between instruction, coaching, and following up, on the one hand, and trusting and displaying trust on the other hand. Not mutually exclusive, but there is tension between the two
(Thanks for the comment and apologies for the very late reply.)
I agree that there must be a balance. I would also add that bad coaching is tolerated much worse than good coaching, and a sizeable part of what people usually complain when they mention micromanagement is actually management from a bad manager.