This scenario could be pricey for the organisation by method of recruitment and misplaced productiveness. A micromanager’s persistent oversight can discourage staff from taking the initiative or making an attempt out new strategies. As a remote team supervisor, considered one of your duties is to provide feedback to your group members. They’ll ask for added reviews, schedule more frequent check-ups, and request pointless conferences to feel extra connected with the remote workers they manage. Micromanagement is a negative administration fashion characterised by excessive supervision and control of employees’ work, as properly as a scarcity of delegation of tasks or decisions. Even though it’s been over two years, some firms can’t seem to get the hang of managing remote employees.
But a micromanager will monitor employees, regardless of what the project truly requires, and often to an intensive degree. Over time, employees who’re told—directly or indirectly—that they’re not able to getting their work accomplished can result in a breakdown of belief, a lack of confidence, and a lack of productivity. Plus, workers who are told time and again that they’re incapable of doing their job will begin to imagine it themselves, leading to lower-quality work being produced. A micromanager may lay out particular and sophisticated instructions even for simple, self-explanatory duties.
If you want your staff to ship the efficiency benefits for which remote work is known, start by addressing the finest way you handle your remote staff. They give groups visibility into how time is spent without violating belief. Managers see where time is going and spot patterns throughout projects, while employees retain full control over their workflows and schedules.
You can examine estimated vs. actual time on recurring duties or client tasks. This helps enhance future estimates and avoid overloading staff members with unrealistic timelines. The quest begins with understanding and presses on with regular actions.
Giving them autonomy and delegating authority to them is one way to show Cognitive Trust. Team members respond extra positively to Cognitive Trust from a leader than they do to Affective Trust. Foster a supportive setting the place group members feel comfy in search of advice with out the concern of being micromanaged. The need for fixed approval from a micromanager can foster a culture of dependency, making it challenging for the group to function independently. “Empower your staff by assigning significant tasks and believing of their skills to handle duties,” Dr. Tucker says. Acknowledge that your job is to offer path, to not do every thing your self.
The advantages of not micromanaging at work include the next satisfaction degree in employees, higher group efficiency, and the improvement of those efforts contributes as nicely. It is finest to rejoice the workers who take initiative, and it encourages others to be the identical as a outcome of autonomy is an important worth. Rewards- Unofficial or official rewards, reward, or recognition, whether or not verbal or nonverbal, encourage the workers to go the extra mile and carry out greater than as assigned to them. This follow assists in forming a constructive suggestions loop by which autonomy and accountability prosper. Embracing proper delegation is certainly one of the most effective strategies to make use of so as to prevent micromanaging staff. Leaders also wants to know that delegation is not abdication, but it’s empowerment.
Micromanagement does not simply sluggish progress—it disrupts workflows, weakens morale, and diminishes organizational potential. When leaders rely closely on control as a substitute of belief, they create an surroundings where creativity stalls, initiative is lost, and staff performance is compromised. Addressing micromanagement is not only a matter of bettering management style; it is a important step in constructing a resilient, future-ready group.
Asking for important feedback from each team member is a key part for change. Micromanagers are easily identifiable — whenever you ask staff, that’s. Recognizing micromanagement tendencies in yourself as a supervisor is an entire separate endeavor. No supervisor wakes up within the morning and thinks to themselves, “What can I do to micromanage my staff today? ” Yet, staff agree that micromanagers are everywhere — 79% of employees say they’ve experienced micromanagement. By following these steps, you’ll not only avoid micromanagement in the workplace but also have awesome coworkers or colleagues who will foster progress and success in the group.
They’ll regularly ask for a number of every day updates and examine in with team members. This often results in group members spending extra time producing updates and stories than doing precise work. The specificity of this work environment makes it more difficult to supervise what’s occurring in your small business than when you’re managing an in-office group. Micromanagement doesn’t just kill vibes—it kills trust, creativity, and outcomes.
Pebb’s all-in-one communication instruments make staying linked seamless. With options like work chat, video calls, and a central news feed, you presumably can streamline communication and ensure everyone stays informed and aligned. These activities not solely bring groups nearer but in addition present opportunities to adapt cultural elements for U.S.-based groups.
Studies present that social isolation (which is a common downside in telework) causes loneliness. That, in turn, might result in critical health problems or even depression. Write down your imaginative and prescient, mission, goals, and define the proper strategy for all group members. While it could typically stem from good intentions (such as ensuring quality or decreasing risk), it often has detrimental effects on workplace dynamics.
A micromanager is a boss who offers “excessive supervision” to employees’ work and processes. Although this method of leadership could be applicable for some temporary work situations (like onboarding or training), it leads to burnout and high employee turnover over time. Use know-how to streamline work and supply transparency without feeling micromanaged. Use this software to trace your work hours, duties accomplished, and productiveness metrics.
But give your group the liberty to make their selections about the method to meet these milestones and targets, and don’t require them to come back to you for every little factor that needs approval. Micromanagers are sometimes driven by worry, insecurity, or lack of trust. They may have perfectionist tendencies that can cause them to be overly crucial of themselves and others. If it is a workplace relationship, you’ll find a way to clarify how their behavior is affecting your capability to do your job.
Your boss micromanages — nitpicking mistakes based mostly on their idiosyncratic whims and ego. But the problem wasn’t over-involvement all through the method; it was the shortage of an ongoing partnership. This results in confusing expectations, wasted time, pointless stress and disgrace. Today’s micromanager is in all probability going somebody who wants it carried out exactly their method however offers little context, support, assist or recommendation.
High turnover rates, decreased productivity, and stifled innovation can all contribute to increased prices for organizations. Additionally, a negative office culture can result in reputational injury, making it more challenging to attract high expertise and retain prospects. For instance, in a software program growth group, if the project manager insists on making all choices with out input from developers, it could create resentment and disengagement.
Everyone knows the stereotype of a manager who needs to be CC’d on each e-mail – even when it’s received nothing to do with them. That kind of over-monitoring of workers is normally a tell-tale signal that you’re dealing with a micromanager. Although check-ins are designed to assist employees be productive, most workers spend pointless time updating managers when they might be using that time to get the real work accomplished.
The extreme involvement and supervision of the work of the staff by the leaders overregulate the creative actions and promote distrust. Preventing micromanagement isn’t solely an organizational management strategy; it is a cultural change that fosters independence and responsibility. Here in this weblog, we’ll have a glance at what micromanaging is, its impacts, and the means to adopt fair delegation and belief to create a stronger, empowered staff. Here, you will also get to understand how not to micromanage your group and study a variety of the finest strategies for avoiding micromanagement as a frontrunner. Effective time administration is crucial for both managers and employees to make certain that tasks are completed efficiently with out the need for constant oversight.
This approach addresses their issues and reduces their need to check in continuously. If you can’t make any choice without approval, you’re doubtless coping with a micromanager. That is, a sense of insecurity and insecurity in your leadership skills.
If your organization doesn’t provide such training, you could recommend it as one thing that might benefit everyone, especially considering the remote culture. “Organizations should foster a culture of trust and empowerment, encouraging managers to concentrate on outcomes quite than processes,” Doshay says. You can say one thing like, “I’ve seen we’re having plenty of check-ins about this project. Would it be useful if I provided updates at the finish of every week instead, so we are in a position to focus more on progress throughout our meetings? ” This shows that you simply respect their input however are looking for a balance that permits you to work extra successfully.
It’s simpler than ever for a supervisor to swoop in on an e mail chain or convention call and make demands with out having full context about what’s occurring. And yet based on Gallup’s evaluation, a majority of employees experience the other problem — a severe lack of employee feedback and communication with their manager. One of the most typical complaints about micromanagers is that they are too concerned. The stereotypical micromanager wanders the cubicle farm with their clipboard, metaphorically cracking the whip to verify everyone is hitting their numbers. The micromanager has turn into a little bit of a boogeyman within the business world. “What employees are looking for is ‘macro’ administration — the place someone helps them see the large picture, clarifies the mission, and explains why they’re essential,” Grant explains.
If your boss’s micromanagement is significantly affecting your productivity or morale, it may be time to have a direct dialog. Approach the topic diplomatically—frame it as desirous to work extra effectively, rather than criticizing their management style. If your boss isn’t clear about what they need, it could lead to them stepping in additional often. During your meetings, ask direct inquiries to make clear their expectations. Once these parameters are set, it could be simpler for each you and your boss to stay aligned without unnecessary oversight.
Micromanagement usually stems from good intentions, but its impact could be deeply damaging. By reflecting in your habits, specializing in outcomes, and empowering your group, you’ll have the ability to break the cycle and domesticate a extra engaged and productive workforce. As you continue to foster a culture of ownership and accountability, your group will naturally gravitate in course of development and improvement alternatives. Achieving results should be the final word aim in a virtual work setting, because it brings a sense of accomplishment and success to each managers and the workforce. When setting expectations, strive to not be too particular, or too much of a perfectionist. Make it your purpose to let your staff know what the outcomes of their work should be, however nonetheless give them the freedom to make use of different strategies and strategies to achieve these results.
Acknowledge their contributions in group conferences, give shoutouts for his or her exhausting work, and examine in regularly—not nearly work but about their well-being too. Providing alternatives for skill improvement and exhibiting trust of their decision-making additionally reinforces their importance to the staff. An additional day off or a shock lunch supply can even make staff really feel valued. “Some staff value progress opportunities more than tangible rewards, so providing mentorship or leadership roles on key projects may be equally powerful,” the chief coach says. This weblog explores the means to scale back wasted time in remote teams without falling into over-monitoring or fixed check-ins.
Clear project goals and deadlines maintain everyone on the identical page and stop you from taking up too much. Knowing your team’s strengths lets you hand out tasks correctly, which helps them be taught and grow. Being patient and respectful can steadily ease micromanaging tendencies. Additionally, for new staff or in high-stakes initiatives, some guidance or extra hands-on involvement may be beneficial initially till they get familiar with the work.
While trust is crucial, accountability stays important for any group. Not each employee thrives beneath minimal supervision, and some roles might require closer monitoring than others. As important as it’s on your distant staff members to perform well, it’s also essential that they don’t burn out or experience high ranges of stress of their jobs. Recognizing and addressing burnout and stress shall be our subsequent area of focus.
One of the simplest ways to collect information is to send out an anonymous survey masking what type of issues employees like and dislike about working in your firm. Another choice could be to conduct stay interviews where you meet regularly with members of staff and be taught what they assume their managers may do higher to help them thrive. The term “micromanagement” is used to refer to the act of a boss being overly controlling in regards to the numerous steps concerned in a task.
While consideration to element can be important in some industries, extreme focus on minor points distracts from the bigger goals. Additionally, constant oversight limits your ability to be inventive or take initiative, which may demotivate you and lower your confidence in making choices. This kind of surroundings stifles innovation, as employees might feel reluctant to attempt new approaches or make ideas, understanding they’ll doubtless be overruled.
Micromanagement discourages employees from taking risks, considering outside the box, and proposing new ideas. This can lead to a stagnant work setting and a scarcity of innovation. Instead of offering constructive feedback, a micromanager might nitpick your each transfer, questioning your decisions and offering unsolicited advice.
This also makes the organization more adaptable to alter or problem, which is emphasised firmly via resilience to regulate to the change or challenge, which helps everyone. Identifying a micromanager may not all the time involve particular actions; instead, it’s concerning the feeling it generates. “Consider whether or not it looks as if all your actions, big or small, are continuously being corrected. There’s a spread, from significant errors to issues which may not even be errors by commonplace definitions. If you sense that your manager treats all issues with the identical degree of scrutiny, that’s a clear indicator of micromanagement,” says Dardashti.
By recognizing its indicators and results, and implementing efficient options, managers and organizations can create a extra empowering work environment. Addressing micromanagement not only enhances employee satisfaction but also drives innovation and development. Take motion right now to foster a culture of trust and autonomy within your team. Additionally, leaders should empower their groups by granting them autonomy of their roles. This includes permitting staff to make decisions related to their work, set their very own objectives, and take initiative. For example, a project manager might allow group members to decide on how they method a specific task, quite than dictating every step.
They demand frequent updates, intently monitor minor duties, and infrequently give workers the house to work independently. Understanding how micromanagement impacts your work is step one in addressing it. Recognizing the signs of a micromanager can help you develop strategies to maintain up a productive relationship and minimize its results. Whether you could have a micromanaging boss or you are a micromanager yourself, we may help.
You need to keep informed, help your team succeed, and hit deadlines. But without in-person cues, it can be hard to inform who’s thriving and who’s falling behind.This is the place many managers fall into the trap of micromanagement. With the best systems in place, you probably can gain significant visibility into your team’s workload and productiveness, without crossing the road. Professionals who feel they are being micromanaged at work ought to be inspired to speak their concerns constructively, using the support of HR and internal suggestions channels. Likewise, organizations must prepare leaders to use knowledge, workflows, and performance indicators as a half of their administration strategy, not as replacements for dialogue.
Micromanagement can have a devastating influence on the work environment and group dynamics. If left unchecked, it could lead to frustration and demotivation, ultimately affecting productiveness and profession development. It’s crucial to recognize that belief and open communication are key to effective management. Reduced productivity is probably one of the most evident penalties of micromanagement. When workers spend time constantly reporting and waiting for approval, they lose priceless minutes or even hours of productive work. This slows down the progress of initiatives and will increase the chance of errors due to pointless checks.
If you have employed the proper people with the best talent, you must trust them to ship. You provide clear expectations and tips after which hold them to account. This enhances the productivity of your group as everybody feels involved.
Work-related stress and overwhelm can lead many managers to tighten their grip additional. Given that stress levels are at all-time highs, it would not be surprising if you really feel like your manager is checking up on you and your work more than ever earlier than. Workloads naturally ebb and move, especially in company or client-based environments. When somebody puts in extra hours to fulfill a deadline, encourage them to take day without work the following day or later in the week.
It can even create hostility and waste time that could be spent on other more productive work or technique of management. To forestall this downward spiral, companies should shift their strategy from management to enablement. With the right manager instruments, leaders can monitor progress, observe efficiency, and keep transparency without resorting to micromanagement. These tools help visibility and accountability without demanding constant oversight.
That type of evidence makes it simple to catch overlaps early, shift tasks if wanted, and maintain progress shifting without extra calls or cleanup work. When everyone is conscious of who’s answerable for what and can see it, work flows sooner, collaboration clicks, and confusion stays out of the means in which. Watch for time patterns that show sudden delays, such as long stretches on simple tasks or lacking activity where there must be progress. Use that visibility to step in early, ask the right questions, and get things shifting earlier than the stall prices the whole group. When everyone can see how time is getting used throughout the group, conversations shift from speculation to shared details. Instead of counting on check-ins or gut really feel, you’re spotting effort patterns, imbalance, or bottlenecks as they form.
Encouraging transparency creates an setting the place staff members really feel snug sharing their experiences, which can help you modify your approach if necessary. “Prioritize clear, open communication and lively listening when providing constructive suggestions to avoid micromanagement,” Dr. Doshay says. Feedback should be seen as a chance for development quite than as criticism, fostering an environment the place your staff feels supported rather than managed. A micromanaged workplace can shortly become stressful, as workers really feel the constant stress of being watched.
The truth is, actual accountability isn’t in any respect about flexing authority, being the unhealthy guy, or micromanaging each transfer. Giving your team autonomy implies that you and your staff members can fear much less about processes and about how the work will get carried out, and focus on outcomes and outcomes. Managing time and groups across a quantity of time zones can present coordination challenges, however it may possibly additionally offer flexibility. Remote groups can undergo from a scarcity of connection due to the bodily distance between members. If you’ve lately been promoted to a supervisor place, it’s normal to feel nervous and afraid. The next time you begin demanding perfection from your coworkers, ask your self if you’re sensible.
Even ignoring the reality that, on common, distant workers clock in more hours, rendering this fear mute, focusing on what you can’t do is on no account productive. Being referred to as a micromanager is the furthest thing from a praise you can receive in a enterprise setting. When they’ve good intentions (which isn’t at all times the case), micromanagers may be commended for his or her engagement and fervour, however even then, their efforts are misguided. Micromanaging often stems from a manager’s want for management and concern of uncertainty.
They’ll default to secure decisions and do the naked minimum to keep away from critique. Plus, your employees waste precious time explaining why and the way one thing was done instead of delivering the work. But concentrate on the problem-solving facet as a substitute of attacking the individual who made it. Overcome this by often providing significant feedback on portions of your team’s work.
This includes being open to alter and willing to pivot when necessary. Leaders can facilitate this by encouraging groups to experiment with new processes and applied sciences, and by being receptive to new ideas. For instance, if a particular project administration tool isn’t yielding the specified results, leaders should be open to exploring various options. By looking for help, staff can acquire the tools and confidence wanted to navigate micromanagement successfully.
This lack of flexibility can stifle creativity and make you’re feeling like a cog in a machine. Let’s dive into the key parts of this distant work policy template, how it helps businesses develop, and why it’s important for fostering a more productive and trust-filled work environment. Learn tips on how to scale a enterprise with good strategies, aligned leaders and a committed staff. Too usually, accountability is either nonexistent—just the occasional “So . ”—or it’s dealt with terribly, as in blaming, nitpicking or hovering over each detail as an alternative of trusting your staff to do their jobs.
You may also discover opportunities to take part in company-wide initiatives geared toward fostering a extra empowering work surroundings. While micromanagers could consider their fixed oversight is enhancing productiveness, it usually has the alternative effect. The fixed interruptions and lack of autonomy can disrupt workflow and hinder efficiency. Effective distant groups require autonomy; the freedom to manage their schedule and how to strategy their work.
In this weblog post, we’ll take a look at some of the reasons why micromanaging occurs, with special attention placed on reasons particular to the distant work surroundings. We’ll also highlight several signposts that may assist you to determine whether you have a problem with micromanaging. Finally, we’ll provide 9 ideas geared toward helping you to stop micromanaging your distant group. If you might be starting to build up a remote group, it’s okay to clarify to your staff that originally you may be extra palms on. You should also be clear with them, nonetheless, that over time you will steadily ease up. For distant groups this effect can be even more severe, especially if the communication occurred in writing.
Trusting employees to manage their time and tasks without fixed oversight is essential for fostering an surroundings of independence and responsibility. Remote work often removes the direct supervision that is common in a bodily office. Managers may wrestle to make sure that workers are staying targeted, managing their time effectively, and assembly deadlines. Without face-to-face supervision, it can be hard to gauge how employees are working, which may lead to considerations about accountability, work high quality, or potential underperformance.
Micromanagement refers to a leadership type the place managers overly involve themselves in every small element of their team’s tasks. Building effective communication and collaboration channels can help mitigate this habits, especially in environments where distant teams are concerned. While some stage of oversight is regular, indicators of micromanagement seem when control goes too far—leading to distrust and diminished morale. Strong leadership expertise are foundational to a profitable career—regardless of your position.
Only 28% of exclusively remote staff strongly agree that they really feel tied to their organization’s mission and purpose—a report low for this group—according to a examine revealed by Gallup in 2023. In comparability, 36% of fully remote workers reported feeling strongly related in 2019, highlighting a major drop and rising disconnect. Time monitoring software reveals exactly who’s logging time on each task, surfacing overlaps before they waste effort. A teammate could open a task, see that it’s already in progress, which could lead them to step again before duplicating the work without the need for a check-in or realignment.
Although they’ve at all times been round, it appears that micromanagers have solely turn out to be more widespread for the explanation that pandemic as employees and leaders alike tried to adjust to remote and hybrid work. A micromanager might continually interrupt your workflow with unnecessary questions or calls for for updates, even on tasks you’re well-equipped to deal with independently. This can disrupt your focus and create a way of being continually watched. So, how do you cut back micromanagement while ensuring your staff stays on track? The answer lies in a transparent and effective remote work policy template. In 2025, this template has confirmed to minimize back micromanagement by 65%, and it’s transforming how companies method distant work.
It creates an setting the place staff members really feel undervalued and disempowered, which can lead to disengagement and lower productiveness. Over time, micromanagement can result in high turnover charges and prevent each private and organizational growth. Regular check-ins and feedback periods are equally essential for understanding efficiency and sustaining engagement. Instead of resorting to micromanagement, create a culture rooted in trust and autonomy, allowing staff members to take charge of their tasks and schedules.
When left unaddressed, micromanagement can result in low morale and team conflict. Agile methodology is right for the distant workplace, as it focuses on transparency and suppleness. If everybody has a transparent overview of how tasks are progressing and who’s involved, the potential for micromanagement is lowered.
Remember, effective leadership means supporting workers and enabling them to grow. Alternatively, a well-meaning supervisor can take “manage to outcomes” too far. They make workers feel like they’re being continually evaluated however with little support to realize success.
The easiest method to keep away from micromanaging is to concentrate on objectives and ignore discussing duties and activities. Depending on the aim, you might need to determine a number of milestones to ensure everything is on monitor, however that is completely different than monitoring duties. Keeping data of your progress is usually a powerful tool when dealing with a micromanager. It reveals accountability and reassures them that tasks are being handled effectively. One way to ease micromanagement is by offering common updates earlier than they ask.
– Constant course of interventions make it hard for them to stay targeted. – Make certain you rejoice together with your teammates when new abilities are put into action and aims are achieved. As a half of your broader organizational planning, concentrate on targets, not strategies. In the top, you build a high-performing staff that is self-motivated and self-reliant. Enable management to share the same boards but with the identical entry provisions, moderated by an impartial authority. Create open boards and Slack channels, for example, to enable everybody to share suggestions and concerns with complete transparency.
Regular check-ins, suggestions sessions, and group meetings can create a platform for dialogue, allowing workers to voice their opinions and feel heard. By acknowledging these tendencies, managers can begin to understand the impression of their actions on staff morale and productivity. Self-awareness may be enhanced through feedback from peers and staff members, which might provide useful insights into how their administration type is perceived. External pressures, such as tight deadlines, high-stakes projects, or financial uncertainty, can exacerbate micromanagement tendencies. When managers face important stress, they could revert to controlling behaviors as a coping mechanism. This is often a misguided try and regain a sense of control in an unpredictable surroundings.
Working on the workplace, you’ll find a way to take your scheduled lunch break with out having to alarm everyone to your absence. If a staff member is planning to be away from their computer for greater than fifteen or twenty minutes, replace the staff. There are exceptions, of course, but when you handle a whole staff, it’s finest to nail down the parameters.
This eliminates the necessity for constant check-ins, permitting managers to give consideration to purposeful delegation and providing alternatives for growth via regular training. Building a thriving staff tradition is simply as important as fostering seamless communication and collaboration. For remote teams, this requires deliberate effort and the best tools. Pebb’s platform makes it simple by combining connection and engagement features in a single place, without the hassle of juggling multiple apps or dealing with excessive costs.
Micromanagement can lead to poor team dynamics, because it fosters an environment of competition quite than collaboration. When staff members feel they are being closely monitored, they might turn out to be reluctant to share concepts or help each other, fearing that their contributions shall be overshadowed or criticized. For example, a project supervisor who feels insecure about their team’s capabilities could insist on reviewing every detail of a project, somewhat than empowering group members to take the lead. This not solely undermines employee confidence but also creates a bottleneck in the workflow, as selections are delayed by the need for constant approval. Let’s dive into some questions to see if micromanagement may be sneaking into your management fashion and explore actionable tricks to break the habit. Monitoring software promises to boost productivity, but the reality is often the other.
Take it away, and your folks will understandably begin on the lookout for work elsewhere, all at a productiveness value to your organization. Often, this habits stems from not understanding what your staff does on a every day basis. For instance, a advertising leader may think a developer being “idle” means they’re slacking when in actuality, they’re deep in problem-solving mode. Micromanagement usually disguises itself as “just being thorough.” But over time, it chips away at morale and belief. You assign the identical task, but this time, you clearly outline what the completed product ought to obtain and set a reasonable deadline.
Taking the time to make sure your employees perceive what the objectives of each project are ought to help you to really feel assured they will achieve the right outcomes. When these indicators are present in the workplace, productivity and firm culture are prone to undergo. A good supervisor can simply pivot and is in a position to adapt to what their group wants.
New hires could really feel disconnected from the corporate tradition and battle with studying their job responsibilities without in-person assist. One of the most outstanding points distant employees face is feeling disconnected from their teams. The lack of in-person interplay can make staff feel isolated, leading to a way of detachment from colleagues and the organization.
Discover tips on how to replace in-person conversations using virtual tools for distant communication. The means to do that is straightforward — schedule common check-ins along with your team. This provides you with a chance to keep updated in an organized and non-disruptive method.
Transitioning from a manager to a leader means taking over extra responsibilities, facilitating discussions, and supporting others in finishing tasks. Due to its negative impact on people and the corporate, micromanagement is generally seen as detrimental to organizational success. These results can embrace strained relationships between managers and teams, hindering collaboration, creativity, and improvement. After acknowledging the need for change, leaders should set new leadership goals that focus on empowerment and autonomy. These objectives ought to be clearly communicated to the staff, together with the leader’s commitment to a extra empowering management type. This transparency may help gain group assist and trust during the transition interval.