Understanding Micromanagers
A micromanager provides excessive supervision to employees, closely watching their actions and frequently criticizing their work and processes. Instead of simply outlining what needs to be accomplished and by when, a micromanager’s focus is on the minute details of everyday tasks.
Key Takeaways
- A micromanager enforces a corporate management style heavily centered around day-to-day performance of individual teams and workers.
- Micromanagement may yield immediate responses but often dampens company morale and fosters a hostile work environment.
- Recognition of micromanagement traits is the preliminary step for a manager to improve their leadership style and embrace a more macro approach.
The Downside of Micromanagement
Micromanagement often generates short-term results but can diminish employee and company morale over time. This style of leadership is typically perceived negatively, as it implies a lack of trust in an employee’s abilities. An environment run by a micromanager may breed insecurity and erode team confidence, impairing the team’s ability to function effectively in the absence of the supervisor.
A micromanager tends to spend an inordinate amount of time overseeing minor details, which could be better applied to achieving other essential tasks. Though it’s apparent to others in the organization, the micromanager often fails to recognize their own behaviors.
In stark contrast, a macro manager focuses on setting broad tasks for team members to complete independently, showcasing confidence in their team’s ability to accomplish goals without ongoing oversight.
Recognizing Signs of Micromanagement
Common indicators of micromanagement include:
- Requesting to be CC’d on every email
- An overinvolvement in work assignments intended for others
- Monitoring team activities constantly
- Persistent requests for updates
- A desire to know what each team member is working on at all times
- Not only outlining the tasks but dictating how they should be done, stifling initiative
- Perpetual dissatisfaction with deliverables
- An unwarranted focus on trivial details
Such actions often mean deadlines are missed, as time is squandered on reworking tasks and focusing on inconsequential matters. Team members typically become disenchanted and resentful, feeling their autonomy is under attack, leading to a stunting in their professional development.
Strategies to Overcome Micromanagement
Once identified, a micromanager can take several steps to transform their behavior:
- Set key metrics to define success for a project and disregard non-critical details.
- Delegate the “what” and refrain from micromanaging the “how.”
- Implement an open-door policy for team consultations when needed.
- Establish deadlines for different stages of a project, holding brief, structured meetings to receive updates.
Related Terms: leadership styles, team autonomy, employee morale, macro manager.
