John and Mark work as sales executives in a company. John’s manager trusts him to handle client meetings independently, giving him clear goals and the freedom to formulate his approach.
On the other hand, Mark’s manager believes in micromanagement, questioning every small decision and dictating how Mark should approach his work. John performs well, takes initiative, and even exceeds his targets; however, Mark feels stifled and fails to meet his targets.
71% of employees believe micromanagement hampers job performance. A micromanaging boss restrains employees from autonomously making even small decisions. This results in poor employee performance and growth.
This article will define micromanagement, help you spot eight signs of micromanagement, and give practical tips on how to deal with a micromanager.
What is micromanagement?
Micromanagement is a management style, wherein a manager closely observes and/or controls the work of subordinates or employees. It is generally considered a negative trait; however, it is commonly observed and even accepted in many organizations.
Rather than devoting time to supervising more significant concerns, a micromanaging boss monitors and assesses every step of a business process and avoids delegating tasks.
Why do people micromanage?
Micromanagement often stems from deeper issues such as a lack of trust, insecurity, poor delegation skills, and a need for control. Some managers micromanage because they lack confidence in their team’s ability to deliver quality work. Others might feel insecure about their position or the success of a project, prompting them to stay overly involved.
This behavior can lead to frequent meetings or random check-ins to assess work, even when not needed. Micromanagers may unknowingly focus more on their own way of doing things instead of giving their team the freedom to be creative. The fear of failure often fuels this need to control every aspect of the project.
8 signs of micromanagement
Micromanagement can be identified in the everyday behavior of managers with their employees. Now that we know what micromanagement is, here are eight common signs of micromanagement:
1. Unwillingness to delegate work
Delegating tasks usually helps managers divide and distribute their work among their team members as per their capabilities and expertise. Delegation of tasks helps achieve organizational goals within the optimal time frame.
However, some managers do not like to relinquish authority and thus refrain from delegating tasks. They fear that their team members may outperform them or provide poor-quality work. Such managers fail to realize that delegating tasks can improve their management skills and keep their team engaged.
2. Constant monitoring of employees
Suspicious managers are a bane to themselves, their team, and the organization. They believe that employees misuse company resources due to a lack of monitoring.
Managers may get CCTV cameras installed in offices to check if their employees are working at their desks or not. Such measures eventually create distrust among employees, driving them to eventually leave the organization.
3. Low employee engagement
Employees detest micromanagement. They feel less motivated to take initiative, as they believe their manager will ultimately control the outcome. Employee engagement level drops significantly in a micromanaged organization.
A micromanaged organization that conducts exit interviews may discover a recurring theme—high employee turnover due to a micromanaging boss. In such cases, employees may prefer to walk away in silence, leaving behind a frustrated team and a company unaware of the toxic culture it has cultivated.
4. Overly dependent employees
Micromanagers tend to lord their opinions and ideas on their team members. They are incapable of understanding their employees’ point of view. In such a case, team members simply give up; they disengage with such managers. In some cases, employees may develop an over-reliance on their managers for every decision.
5. Redundant work
Managers often expect perfection in work. They do not trust their employees to achieve such perfection. This could be one of the reasons they tend to micromanage.
When dissatisfied, such managers may ask employees to keep revising tasks until their expectations are met. This leads to redundant work, often resulting in missed deadlines.
6. Conducting endless meetings
Some managers conduct constant meetings to obtain updates on the tasks their team is working on. The frequency and duration of such meetings may put a dampener on most employees.
Often, these meetings turn into sessions for finding faults in team members’ work instead of determining progress. To maintain focus and efficiency, meetings should include only the relevant participants. Unnecessary participation leads to wastage of time and disruption of productivity.
7. Excessive focus on minor details
Micromanagers often fixate on small, inconsequential details. They may focus on achieving perfection, slowing down the process and creating a need to revise tasks.
For instance, a micromanager often spends excessive time rewriting emails or demanding unnecessary revisions on completed tasks. This behavior can frustrate employees and demotivate them from performing at their best.
8. Lack of trust in employee decisions
Managers who micromanage everything—from emails to client meetings—signal a lack of trust. This disempowers employees and decreases their confidence and engagement. Managers who constantly override decisions, demand approval for every minor task, or insist on redoing work themselves create a stifling work environment.
As a result, employees fail to harness problem-solving or leadership abilities. This can also hamper their confidence, leaving them disengaged.
These signs hint toward micromanagement in an organization that does not allow employees to perform autonomously.
How to manage a micromanager
Dealing with micromanagers can be frustrating. However, it’s possible to gain some level of autonomy and develop a positive work relationship with them by following these strategies:
- Understand their motivation: Sometimes, micromanagement stems from the manager’s fear of losing control. If possible, initiate an open conversation to understand the manager’s concerns and build trust.
- Proactively provide updates: Micromanagers may expect constant project updates. Set up a daily or weekly update and keep them in the loop about the tasks performed.
- Demonstrate reliability: Consistently meeting deadlines and delivering high-quality work can help build trust with a micromanager. Be proactive in solving problems and taking initiative.
By following these steps, an organization can ensure a healthier working environment for employees and managers alike.
Conclusion
Micromanagement gradually undermines employee confidence, eventually hampering their performance. It often manifests through excessive rework requests, unnecessary meetings, and a lack of autonomy. Not only does this stifle productivity, but it also limits employees’ growth and development within the company.
If you notice these signs or examples of micromanagement in your team or relationship with a manager, it’s essential to understand the underlying motivations. Creating clear systems for continuous updates and demonstrating reliability can enhance the work dynamic, fostering a trust-based and empowering environment.
FAQs
1. How do I eliminate the perception that my team thinks I am micromanaging?
Communicate openly with your team about your working style and their expectations, and ask for feedback to make changes when necessary.
2. How to stop micromanaging?
Practice delegating tasks with clear objectives, establish check-in points instead of constant monitoring, and trust employees to find the best approach to achieve results.
3. Why do people micromanage?
Lack of trust in employee performance, perfectionism, and insecurity are the primary reasons behind micromanagement.
4. Is micromanaging bad?
Yes, micromanaging can hamper employee confidence and development, leaving them feeling stifled.
5. What is the negative impact of micromanaging?
Decreased employee engagement is a key adverse impact. Employees become demotivated when they feel they aren’t trusted to do their jobs.
6. Can you report micromanagement to HR?
Yes, you can report micromanagement to HR, providing specific examples of micromanagement and how it is hampering your work performance.
