Macro Manager: Definition, Management, and Benefits

What Is a Macro Manager?

A macro manager is a boss or supervisor who takes a hands-off approach and lets employees do their jobs with minimal direct supervision. This leadership style is referred to as macro-management. Some employees may see macro managers as not providing enough support or feedback, while others appreciate being trusted and left alone.

A macro manager is the opposite of a micromanager, who constantly oversees employees and is perceived as controlling and overly critical.

Key Takeaways

• A macro manager trusts employees to do their jobs independently.
• Macro managers focus on overall plans and results, not individual styles or daily habits.
• Adopting a macro-management style involves delegating authority and responsibilities, while the manager develops and executes the team’s strategy.
• Macro managers may be accused of being aloof and out of touch with daily issues.

Understanding Macro Managers

In managing a firm and its employees, different management styles come into play. Macro managers take a birds-eye-view approach, making top-down management decisions based on aggregated metrics and performance. Adopting a macro-management style involves delegating authority and responsibilities, while the manager focuses on developing and executing the team’s strategy.

Advantages and Disadvantages of Macro Managers

Macro management is beneficial for the upper tiers of an organization’s hierarchy as it grants employees more autonomy. For example, an executive leader may task their staff with adhering to an overall strategic plan but allows them to make individual decisions on execution. Likewise, a company’s president may present broad ideas to the executive team and rely on their expertise to take action.

However, there are drawbacks to working with a macro manager. They may be distant and unaware of day-to-day issues faced by the team. It can take time before they are informed of problems or challenges.

Furthermore, a macro manager may be seen as an extra layer of bureaucracy with limited interest in the tasks at hand. Their minimal direct involvement can lead to a lack of awareness or understanding of the work each employee performs. This can impact the team’s ability to achieve milestones and meet deadlines if the manager is not fully aware of obstacles that may impede progress.