DelegationĪnother difference between the two management styles is delegation. Managers who display micromanagement, however, often ask for frequent updates from their employees and watch them closely rather than trusting them and giving them autonomy. Hands-on managers and micromanagers often have different relationships with their employees, as hands-on managers typically have high levels of trust with their employees and collaborate with them to achieve goals. They trust their employees and give them freedom to complete their work while staying available if their employees need help. However, hands-on managers stay involved with their employees while setting boundaries.
Often, micromanagers struggle to set boundaries, and they supervise employees closely as they complete tasks. One of the major differences between hands-on managers and micromanagers is the ability to set boundaries. Therefore, if you want to improve as a manager, it's important to understand the major differences between the two management styles, including: Boundaries Hands-on managers and micromanagers are similar, as the latter is typically a hands-on manager who becomes overly involved with their employees' work. Related: 14 Examples of What To Say to a Micromanager Hands-on managers vs. More focused on details than larger perspectivesĭoing their employees' work again after employees have already done it Making decisions independently rather than allowing employees to make decisionsĪsking for frequent and detailed reports frequently You can identify this type of leader by spotting characteristics like:Īsking for updates from employees frequentlyĪsking to be included on nearly every email employees send
This type of manager usually has good intentions and cares about the success of their team, but they could improve their management by giving their employees more freedom. Related: Everything You Need to Know About Effective Leadership What is a micromanager?Ī micromanager is a manager who is highly involved with their employees and supervises them excessively. Becoming a good leader can help you excel in your career and lead your employees to achieve goals. Hands-on managers build relationships with employees and motivate them, which are characteristics of great leaders. Strengthening leadershipĪnother benefit of being a hands-on manager is that it can strengthen your leadership. This can help them ensure that employees meet productivity goals and maintain a high quality of work. Hands-on managers stay involved with their employees and often complete some of the same tasks.
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Related: How To Engage Employees Increasing productivity and quality of workīeing a hands-on manager can also help you increase your workplace's productivity and quality of work. This can increase trust and help you build a strong and productive relationship with your employees. Hands-on managers are also there for their employees when they have questions or issues. Hands-on managers typically trust their employees and give them the freedom to do their jobs independently. One benefit of being a hands-on manager is that it can help you improve your relationships with your employees. The benefits of being a hands-on manager can include: Improving relationships with employees
Related: How To Be a Good Manager Benefits of hands-on management Often, hands-on managers do the same work as their employees, and they know how to lead by example. Hands-on managers give their employees the freedom to do their jobs, but they intervene when necessary. What is a hands-on manager?Ī hands-on manager is a manager who interacts with their employees frequently and stays highly involved in their workplace. In this article, we explain what a hands-on manager is, the benefits of hands-on management, what a micromanager is and tips for improving your management style. If you work in a leadership role, learning how to become a hands-on manager can help you improve your management skills and increase your workplace's productivity and work quality. Two common types of management are hands-on management and micromanagement. There are many different management styles, and they can each lead to different outcomes for a workplace.
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