Macromanagement: Is it the right management style for you?
Is macromanagement right for you?
Macromanagement is right for you if you lead a capable team and want to focus on big-picture goals while giving employees the freedom to do their work their own way.
- It suits skilled teams that do not need step-by-step direction.
- It frees you to set strategy and long-term goals.
- However, it needs clear expectations to avoid communication gaps.
Managing a team, whether virtual or in-office, can be hard even for veterans. It takes more than knowing each person’s strengths. You also have to factor in their personal workstyles[1] and roles to keep everyone in good spirits.
For some employees, being micromanaged can backfire. Being told exactly how to do every little thing feels stifling. In such cases, a macromanagement style can help you better manage your team. So what is this style, and why can it beat micromanagement? Read on to find out.
What is macromanagement?
Macromanagement is a style that focuses on the big picture, not the small details. In fact, people often call it a “laissez-faire”[2] and hands-off way to lead a team.
In a macromanagement approach, managers leave the non-essential parts of daily work to middle managers and staff. So they trust the team to handle the details.
Instead of fussing over tiny details, macromanagers focus on long-term strategy and goals. As a result, this style works well in larger organizations with many people to direct.
In these firms, micromanaging every person would bog managers down. Because of this, macromanagement keeps them productive.
Macromanagement vs. micromanagement
Macromanagement is a hands-off style that lets employees work as they see fit. Micromanagement is the exact opposite. In a micromanagement style, the manager closely watches, directs, and controls every task.
For example, say a marketing team needs to boost a campaign’s reach. In macromanagement, the manager shares the overall goals and gives light guidance. So the team decides how to finish the work.
In a micromanagement approach, the manager often dictates the “right” way to do each job. In addition, they check on progress again and again. As a result, the team has little room to think for itself.
Jane Britcher, president of Transformation Management LLC and author of a book on modern-day business leadership, called micromanagement “demotivating.” She said it “stifles innovation, and keeps people from using their own judgment.”
In the same article on Forbes, the author praised macromanagement too. Meanwhile, they framed it as a healthy middle ground between micromanaging and total neglect.
To see the flip side, it also helps to spot the signs of a micromanager at work. For a full breakdown, compare the two in this guide to micromanagement vs. macromanagement.
Macromanagement: Advantages and disadvantages
Macromanagement is a more favorably looked upon style. Still, it has its share of downsides. So let us weigh both sides.
Advantages of macromanagement
Below are the main benefits of macromanagement:
Increases employee autonomy
Macromanagement means a lighter touch on your team’s work. So it gives employees the freedom to work in ways they find comfortable. This is true even when their methods differ from yours.
In a Harvard Business Review article, more autonomy was linked to higher job satisfaction. In addition, a hybrid work study found that employees value “flexibility through autonomy.”
Increases trust between managers and employees
The laissez-faire style builds trust between managers and staff. In short, it shows a manager believes the team can do great work without close watch. As a result, morale often rises. For more on this, see how to lift team morale at work.
Reduces stress and pressure in the workplace
Macromanagement eases pressure on employees. So they do not worry about what their manager thinks all day. Instead, they work at their own pace without anyone breathing down their necks.
Cutting this kind of stress boosts productivity. As stated in a Harvard Business Review article, high-stress settings hurt an employee’s ability to think long-term, plan, and innovate.
Disadvantages of macromanagement
Here are the main drawbacks of macromanagement:
Risk of communication gap
In macromanagement, managers keep some distance to avoid meddling. However, this setup can create a communication gap. For example, a team member may hold useful knowledge. Still, if the manager never asks, the team member doesn’t communicate his idea.
Slows down problem-solving
Macromanagement gives people room to figure things out alone. This has real benefits, such as less pressure. However, it is a double-edged sword that can also slow work down. Without clear guidelines, macromanaged staff may feel lost when a manager fails to guide them.
Less frequent feedback
Too much feedback can demotivate a team. Yet the opposite is also true. When employees get little or no feedback, they may feel their work is undervalued. So regular, honest positive feedback still matters.
Tips for successful macromanagement
No management style is perfect. Each one has its pros and cons. However, you can take steps so macromanagement does not hurt your team’s results. Below are some simple tips to reduce, or even avoid, the drawbacks.
Set clear expectations
First, spell out what you expect from your team after you set the goals. In addition, make sure you and your team share the same vision for each project.
Establish clear milestones and objectives
Next, set clear milestones so everyone knows what to do and when. Also, break big goals into smaller ones. As a result, your team can adjust fast if results drift off course.
Allow and encourage open inquiry
Make it clear that you welcome questions and ideas. For example, ask your team what they think of your goals. Then ask which parts are likely to work and why. This open style reflects modern leadership at its best.
Express appreciation for progress
You are not micromanaging, but you should still praise small wins. So take time to notice and thank your team for their work. As a result, they know you value what they do, even without close supervision.
References:
[1] personal workstyles. Maheswari, M. (2019.) “A study on workstyle of information technology employees with their attitude in Chennai District, Tamil Nadu.” Asian Journal of Management, 10(1) pp. 67-71. DOI: 10.5958/2321-5763.2019.00012.X
Frequently asked questions about macromanagement
What is macromanagement in simple terms?
Macromanagement is a hands-off way to lead. The manager sets the goals and big-picture direction. Then the team decides how to get the work done.
How is macromanagement different from micromanagement?
Micromanagement controls every step of a task. Macromanagement does the opposite. It gives employees room to work their own way. As a result, staff gain more freedom and trust.
What are the main benefits of macromanagement?
It boosts autonomy, trust, and lower stress. In addition, it frees managers to focus on strategy. So teams often feel more engaged and productive.
What are the risks of macromanagement?
The main risks are communication gaps and slower problem-solving. In addition, staff may get too little feedback. Still, clear expectations help you avoid these issues.
Is macromanagement good for remote teams?
Often, yes. Remote staff tend to value autonomy and flexible work. So a macromanagement style can suit them well, as long as goals stay clear.
Independent
