The Perils of Under-Management

Micromanagement gets lots of attention, but under-management may be just as big a problem. This is the term Victor Lipman, author of The Type B manager, has given to a constellation of behaviors that often co- exist: Weak performance management, a tendency to avoid conflicts, and generally lackluster accountability. Writing in the Harvard Business Review, Lipman explains that results often suffer as a result. 

“Under-management can often fly under the radar because the managers who have these tendencies aren’t necessarily incompetent; on the contrary, they often know their business well, are good collaborators, and are well-liked.” The problem is they just do not manage! There are several intertwined causes behind this phenomenon, including too strong a desire to be liked and a penchant for avoiding conflict.  If you suspect you are under-managing, try these steps:

• Don’t be a conflict-avoider. Almost no one likes dealing with conflict, but it is part of the management role.  Instead of ducking conflict, tackle it before it festers. Over time you will become more confident and comfortable navigating challenging conversations.
• View goal-setting as mission-critical. If you’re not delivering the results you need, first make sure the goals your employees need to achieve are clear. Most managers don’t spend nearly enough time on goal setting--too often viewing it as a nettlesome bureaucratic exercise. But thoughtful goals that are agreed to by employees can be a manager’s best friend, becoming a roadmap for the year.
• “Is this work the absolute best you can do?” This is a simple but powerful question. Asking it when someone hands in an assignment will make them aware that they’re being held accountable. (It’s also a good question to ask yourself if you suspect you are under-managing? Are you doing all you can to set appropriate goals, hold people accountable, and deliver the results you need?)

Are you being under-managed or are you under-managing? What steps can you take to alter the situation? To join the conversation, click "comments" above.

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