BLUF: When a direct complains about micromanaging, how do you explain that it isn't micromanaging?
I've been leading a team for a fairly short time (3 months) and am incorporating the Trinity in the suggested timeframe. I recently had an employee tell me he was retiring - I was not aware he had been planning it for months, but I don't fault him because we were still working on building the relationship. However, he did say that he knew it was the right decision because he felt that I was a micromanager. When I asked why he thought that, he used the example of a recent request I had for all my directs to provide me a list of the projects they were working on. I had explained when I made the request that I knew they were all working hard, but that they were working on things from before I started and that I knew some people had approached them with projects and not informed me. I explained that I just wanted line of sight so I could provide support and help them understand prioritization (I sit in on Sr. Staff meetings and have a clear line of sight of what they believe are priorities).
I am open to feedback if anyone thinks this is micromanaging, but I really want to know how to explain that this is management. Admittedly, I think the micromanaging excuse is overused and it very easily sets me off on a "Dark Mark" type of rant.
Thanks
Don't Respond
He's retiring. Just let it go.
If others share the concern...
I agree with BARITONY. Don't argue or even engage with someone who is on their way out the door. If he's that close to retirement and hasn't yet learned the difference between good management and micro-management, then you won't be able to change his mind, no matter how well you explain it.
What if other members of the team share his concern?
As simply as I can state it, good management focuses very specifically on WHO, WHAT and by WHEN. Micro-management focuses on the HOW. A lot of it depends on the level of expertise of your people. Less experienced folks might appreciate you helping them with some of the "how" aspects of their projects, in addition to the who, what and when. Others who are very experienced would probably stage a revolt if you try to tell them how to do things, and they might even bristle when you dig into the who, what and when details.
So be ready to adjust your approach depending on their various levels of expertise. But definitely do not waste your time on anyone who's on their way out.
Stay frosty
To think that being asked to provide a list of projects is micromanaging shows a lack of professional maturity and is beyond absurd. He's just making a back-handed dig at you. Ignore it, be thankful he's leaving, and hopefully you can replace him with someone with a better attitude!