Are you a micromanager? Or are you stuck with one? Either way, it is crucial to identify the signs of micromanagement.
A micromanager closely controls and does not trust the abilities of their subordinates. They monitor every single detail and make it hard for the team to breathe and grow.
Although coming mostly from a place of fear of failure or a need for extreme control, micromanagement affects the team morale, productivity, and loyalty. It is hence bad for both the business and the employees’ wellbeing.
10 Indicators of Micromanaging
So, how do you spot micromanagement? Here’s a list of the top 10 warning signs:
1. Resisting Delegation
Micromanagers are not fans of delegation. Giving their team the independence to work is something that they dread.
2. Intrusive Involvement
Micromanagers are very hands-on, but not in a good way. They immerse themselves in their subordinates’ tasks without any consultation.
3. A Detail-Obsessed Approach
Micromanagers tend to overlook the big picture, focusing instead on minor details. This makes them lose sight of their real goals.
4. Discouraging Decision-Making
Micromanagers often undermine the decision-making abilities of their subordinates, fostering dependency and limiting growth.
5. Lack of Consultation
They are known to get involved in their employees’ tasks without consulting them. This not only breeds resentment, but it also affects productivity.
6. Monitoring Trivial Matters
What’s least important becomes the micromanager’s priority. And they also expect tedious and regular reports on these inconsequential things.
7. Overriding Experience and Knowledge
They push aside the experience and knowledge of colleagues, creating a culture of disregard and animosity.
8. Loss of Loyalty
Micromanagement leads to a loss of loyalty and commitment among team members. Employees feel disrespected and unappreciated.
9. Wrong Prioritization
Focusing on the wrong priorities is another common trait of micromanagers. They get caught up in less important tasks, missing out on what matters.
10. Resultant Demotivation
Ultimately, all these micromanaging tendencies can result in a demotivated team. Employees feel stifled and unvalued.
How to Deal with a Micromanager
Micromanagers often have the best intentions—ensuring high-quality outcomes and dedicated work ethics—but their methods can cause more harm than good. So, how do you deal with one?
1. Assess your behavior
Start by evaluating your own behavior. Are there aspects that could make your manager concerned or anxious? Are you turning projects in on time? Do you adhere to company values and policies? If your timekeeping habits are less than stellar, try to improve. Aligning yourself with your manager’s expectations can reduce potential friction.
2. Understand your manager
Try to grasp your manager’s perspective. Understanding their motives can help you address their concerns and meet their goals. This approach can help build mutual trust, paving the way for more autonomy in your work.
3. Challenge your manager
Take the initiative to set up regular 1:1 meetings with your manager. Use these meetings to discuss your contributions towards achieving shared goals. Politely address instances of excessive interference and remind your manager of the agreed working arrangement. Don’t hesitate to request opportunities to handle projects independently.
4. Frequent communication
Communicating progress frequently can help assuage a micromanager’s fears. Proactively providing updates can lessen their need for control and foster a more relaxed work environment.
The Silver Lining
While micromanagement can be stressful, it also provides opportunities for growth. It can help you develop resilience, patience, and exceptional interpersonal skills. It also allows you to build a deep understanding of your company’s ethos and operations, thanks to the high-level oversight.
However, remember that you also have a right to a healthy and productive work environment. Don’t be afraid to take appropriate steps to protect and promote your career growth and mental health.
While well-intentioned, micromanagers may not realize their harmful impact on their teams. Whether you identify one in your organization or realize you might be one, remember – it’s never too late to change. Trust more, control less, and stimulate growth. After all, every individual in a team is valuable, and everyone deserves room to breathe, make decisions, and propel the organization forward.
