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So, you're considering adding a time tracking solution to your business but are concerned about its impact on your employees. Let's clear up one misconception: time tracking is not micromanagement.
Micromanagement is a management style characterized by excessive control, scrutiny, and intervention in the details of tasks and activities performed by subordinates or team members. In micromanagement work environments, managers closely monitor and direct every aspect of their employees' work, often to an extreme and unnecessary degree.
As a business owner, you understand the link between a positive work environment and your bottom line. You also know you need help to drive productivity and manage client expectations. Sometimes, you need tools, processes, and project managers to ensure your employees are focused on the right things and working as efficiently as possible. Time tracking is one strategy to track the effectiveness of your people and projects. But there's a fine line between tracking time for efficiency and tracking time to control employee behavior. Here are some signs of micromanagement and a few examples of time tracking red flags to watch for.
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Constant monitoring: Micromanagers tend to monitor their employees’ work closely, often checking in frequently, requesting constant updates, and tracking progress closely. Many time tracking apps feed real-time data to project managers. Micromanagers often use time tracking data to redirect employees' tasks, interrupt their work with questions about how they spend their time, and request multiple updates on projects daily.
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Lack of autonomy: Employees under micromanagement may have little autonomy in decision-making or executing tasks. The manager dictates even the most minor details of how work should be done.
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Limited trust: Micromanagers may lack trust in their employees' abilities, making them feel the need to oversee every process step. Micromanagers use time tracking reports to pit employees against each other instead of encouraging them to learn from each other.
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Excessive control: Micromanagers often want things done their way and may insist on specific methods or approaches, disregarding their employees’ ideas and suggestions.
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Ineffective use of time: Micromanagement can lead to inefficient use of time, both for the manager and the employees, as constant supervision can be time-consuming and hinder productivity. Micromanagers will use the data from time tracking systems to review employees' work or challenge how they approach projects and tasks. This constant interruption often leads to projects taking longer than expected.
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Demotivation: Employees working under micromanagers may feel demotivated, frustrated, and disengaged. The lack of trust and autonomy can lead to a hostile work environment.
These are a few micromanagement examples to look out for when examining your business and the habits of your management team. Micromanagement can be detrimental to both individual and team performance. Suppose your managers introduce tools and processes like time tracking to micromanage employees. In that case, it can stifle creativity, hinder problem-solving, and create a hostile work environment. The long-term damage from micromanagement far outweighs the short-term effects of better understanding your business.
As you consider implementing time tracking for your business, you may wonder: 'are timesheets micromanagement?' Time tracking is the opposite of micromanagement.
- Empowerment: Time tracking is a way to empower employees to focus on outcomes rather than output by giving them a tool that shows how their focused attention is driving results for the most critical tasks and projects that impact the bottom line.
- Flexibility: Time tracking puts the employee in the driver’s seat when it comes to figuring out how to attack their projects. Employees (and managers) get real-time insights into the amount of effort it takes to complete tasks, the status, and whether there are insights (like how to approach completing a task) that the broader team can learn from and apply to future projects.
- Efficiency: Time tracking helps business owners and project managers pinpoint time vacuums, such as excessive meetings, review sessions, and other unproductive events that keep employees from their workflow.
- Motivation: Finally, time tracking is an excellent way for employees to reflect on their contributions to the business by seeing a direct line between their efforts and the company's success.
Does time tracking come under HR management?
It depends on the business type and goal. Suppose your company employs hourly workers who qualify for overtime. In that case, it makes sense for the HR team (who might also be responsible for payroll) to manage time tracking. They usually accomplish this through shift management, a timesheet system, and employee scheduling software.
However, suppose your business employs salaried workers who typically work a set number of weekly hours. In that case, HR has little reason to manage time tracking. Those employees could view time tracking and the time they take to complete the same form each week as an annoyance. If the data collected does not impact their pay or your client's billing, there's no reason for a timesheet system. Doing so could cause employees to feel micromanaged and reinforce negative perceptions about why timesheets are a waste of time.
Is time tracking worth it?
In short, yes! Time tracking is a great way to get better visibility into how your business is performing. But as we've discussed in this article, micromanagers sometimes abuse time tracking. It can make employees associate time tracking with something bad. To address this challenge, we recommend observing your project managers and people managers for signs of micromanagement. And talk with employees about rolling out time tracking. Understanding the benefits of time tracking and linking their contributions to the company's success will turn a potentially negative experience into a constructive part of business operations.
