The matrix organization structure is based on a multiple command system. Under this structure, each person within the organization belongs to two command lines:
Vertically, it belongs to a division or department depending on the function it performs.
Horizontally, it belongs to a team made up of people from different divisions or departments in order to dedicate themselves to a specific project.
Advantages
Aligns the interests of people and groups according to functional areas and also productive processes, thus increasing professional motivation. Additionally, it combines specialization with collaboration between departments and functional areas.
Disadvantages
It requires a considerable investment of time in planning and strategic alignment. It also requires coordination between the managers.
There is great competition among companies to incorporate the most qualified professionals into their ranks.
To a large extent, the success of a company is determined by its human capital. In this sense, it is essential for organizations to place special emphasis on attracting and retaining the best human talent. However, there are not a few companies that lose sight of this fact and end up seeing their best collaborators leave.
If an organization wants to avoid the flight of its best workers, it must consider the following aspects:
Strengthen the corporate culture
The reason companies like Google are so attractive to young professionals is that they have an attractive company culture. The values of an organization are increasingly appreciated and can become the reason why a professional decides to be part of an institution.
Build loyalty to collaborators
Many successful HRM companies share the philosophy that the employee is actually an internal customer. Therefore, it is important to retain it through training, remuneration, good treatment, etc.
Generate career plans
Giving employees the opportunity to continue growing professionally in the company is very important to prevent them from deciding to migrate to the competition. It is worth mentioning that stagnation is one of the reasons why many people decide to change jobs.
Recognize the achievements of collaborators
An organization should not fail to recognize the achievements of its workers, whether through monetary compensation, recognition programs, awards, etc.
Build a good work environment
The work environment is a determining factor in achieving maximum worker satisfaction and performance.
Incentivize leadership
Taking on leadership roles can help some people feel like an important part of the company. In addition, it is a way to train leaders who in the future could take executive positions in the business.
Create new challenges
Today’s professional is drawn to challenges. Therefore, it is necessary to keep employees motivated by creating challenges that help them develop professionally.
Use feedback
Constructive criticism contributes to the development and evolution of a person’s abilities.
Generate good communication
Maintaining good communication between the leaders of a company and its collaborators is very important not only to ensure good performance, but to generate trust and commitment.
Make each employee feel important
No employee should feel that their work is superfluous in the company or that it is less important.
In order to explain what micromanagement is, it is best to visualize a person with a dominant profile and difficulties in delegating, excessively focused on details, without perspective and strategic vision. In many cases, the micromanager is an overly meticulous and directive professional.
The micromanager likes that everything is done according to his considerations, he does not trust the work of his subordinates, and he needs to control at all times what they are doing and how they will manage pending tasks.
Why is micromanagement dangerous?
Micromanagement is dangerous because it creates insecurities and fears among team members. The micromanager does not let the professionals in his charge develop their work capacity. It creates stress in subordinates and limits their creativity.
This excess of zeal in controlling the team’s work has the consequence that workers reduce their performance and, therefore, their productivity. At the same time, the manager’s work is also affected, since he spends more time controlling the work of others, than carrying out his pending tasks.
Ejemples of micromanagement
Micromanagement is characterized by constant dissatisfaction. Bosses who have this profile are never satisfied with the results. They want tasks to be done in their own way, and they want to know at all times where their team members are and what tasks they are doing.
A micromanager asks for constant reports on the status of projects, and can demand that they be copied to him in all emails from his workers, even those dealing with matters of minor relevance.
How to avoid micromanagement
A worker who has to confront a boss of this profile cannot disobey her orders, but he can reduce the level of control with some simple and effective practices, such as the following:
Anticipation and proactivity
When the employee anticipates the orders of his superior, offering detailed reports, he gives him room to avoid control situations while gaining his trust. Sometimes it is as simple as sending an email, commenting on the status of the tasks and those that are pending. Proactive explanation avoids further questioning, but always keep in mind that it must be offered before it is requested.
Offer alternatives
Offering alternatives, such as the ability to do unsupervised work for later review, is another way to anticipate requests from the micromanager. It must be done in an assertive way, so that the superior does not think that the worker is telling him how the work has to be done.
Ask at the slightest doubt
Asking how to do things will always be easier than doing the work again because the superior considers that it is not done as he wanted, which will inevitably entail a later correction.
One of the most effective measures to regain productivity, in a team led by an overly controlling professional, is to make him see what micromanagement is and how it affects the performance and productivity of the team.
