Micromanagement is the opposite of effective delegation. While delegation involves a manager showing trust in subordinates, too much control exercised over their work leads to micromanagement.
What is micromanagement?
Micromanagement is a counter-productive management style characterized by excessive control over the work of employees.
Simply, a manager, or supervisor, who has some authority over other employees, provides too much input, direction, and review of delegated work. It often involves close supervision, constant monitoring, and a lack of trust in employees’ abilities. Â
Signs of micromanagement
Let’s take a look at common signs of micromanagement in a business organization.
- Constant monitoring. Micromanagers often check in with their employees frequently, even for small tasks.
- Excessive questioning. Micromanagers may ask employees to explain their every decision, even if it is unnecessary.
- Second-guessing. Micromanagers often second-guess employees’ work and may even redo it themselves.
- Lack of trust. Micromanagers generally do not trust their employees to do their jobs without constant supervision.
- Controlling communication. Micromanagers may control how employees communicate with each other and with clients.
Source of micromanagement
There is a conflict between controlling the worker’s jobs, efforts and attitudes and showing trust in a worker to accomplish the task.
Some managers hate giving up that control. They may not wish to take any risks at all or they might feel less important when they do so. These managers do not make good delegators.
What should happen instead is this. By effective delegation, managers slowly release management control in order to show more trust in the workers. And with this trust comes a greater sense of achievement for the worker when the work is done well.
Effects of micromanagement on employees
It is important for managers to understand the harmful effects of micromanagement and adopt a more trusting and empowering leadership approach.
- Reduced employee morale. Micromanagement can be demoralizing for employees, as it makes them feel like they are not trusted or capable.
- Decreased productivity. Micromanagement can lead to decreased productivity, as employees spend time trying to appease their manager rather than focusing on their work.
- Increased turnover. Micromanagement can lead to increased employee turnover, as employees who are constantly being micromanaged are likely to look for a new job.
- Reduced creativity. Micromanagement can stifle creativity, as employees are afraid to take risks or try new things if they think their manager will disapprove.
- Increased stress. Micromanagement can be a major source of stress for employees, as they are constantly worried about being criticized or reprimanded by their manager.
How to avoid micromanagement?
By fostering a culture of autonomy, trust, and open communication, organizations can create a work environment that promotes employee well-being, productivity, and innovation. Here are a few tips to avoid micromanagement:
- Set clear expectations. Make sure your employees know what is expected of them and how they will be evaluated.
- Delegate tasks. Give your employees the responsibility and authority to complete their tasks without constant supervision.
- Provide feedback. Provide constructive feedback to your employees on a regular basis, but avoid micromanaging them.
- Trust your employees. Trust your employees to do their jobs and make decisions without your constant input.
- Focus on the big picture. Do not get bogged down in the details. Focus on the bigger picture and let your employees take care of the day-to-day tasks.
In summary, by avoiding micromanagement, business managers can create a more positive and productive work environment for their employees.
