Micromanagement is a management style where a manager or a team leader closely manages, monitors, controls, and/or reminds their colleagues or employees concerning their work.
As per Gartner, Micromanagement is a pattern of manager behavior marked by excessive supervision and control of employees’ work and processes, as well as a limited delegation of tasks or decisions to staff.
It is a negative term that symbolizes the bad management system
Micromanagement is the management control of a person or situation by paying extreme attention to small details.
Reasons why people Micromanage?
These reasons can include: –
- Fear of rejection, an extreme need for domination and control, incompetence in management, inexperience or insecurities, unskilled team members, an unhealthy ego and lack of trust and respect for those with whom they work.
- Micromanagers prefer to be in charge of all decisions
- Lack of training
Disadvantages of Micromanagement?
- Decreased Productivity: constant surveillance and corrections can slow down the work-flow
- The failure of the manager-subordinate relationship: Micromanagement can harm employee welfare and productivity this can in turn cause stress in the manager-subordinate relationship.
- Increased staff turnover: Micromanaging annoys employees and they quit which results in staff turnover
- Leads to employee burnout: Micromanagement and interruptions can give an employee an immense work-related stress
Some of the advantages are: –
- Managers want to get the best out of people: By giving feedback rather negative than positive, teaching, and mentoring they bring the best work and it also grooms the employee.
- Managers add value to almost any given department: They become multitaskers.
- You can ensure better sincerity in the team: When you micromanage, your employees must be aware that you are watching them, it often brings out the best in them in terms of discipline and honesty.
- Able to assert better support: Some employees may lack the confidence to perform their responsibilities on their own. It’s possible that not everyone on your team may be seeking freedom and flexibility. What employees really need from their managers are support and constant feedback. Everyone learns at their own pace.
Being unwilling to delegate
One of the easiest methods to deal with a micromanager who doesn’t share responsibility is to exhibit to them that their team is capable of doing its job well. Even if they want you to do these jobs using their ways, employees must assist them in attaining corporate objectives and demonstrate the ability to earn their trust.
Exercising excessive control
Many micromanagers constantly monitor their employees after assigning them tasks. They may also make changes or suggest changes to employees at each stage, which can have an impact on workplace morale.
Monitoring employee activity
A micromanager may require knowledge of all employee activity during work including and requesting their calendars
Taking credit and blaming others
If something goes right for a business a micromanage often credits their methods and policies.
How to respond to a micromanager?
Understand their expectations: – Ask your manager about the expectations
Promote feedback: – Ask for feedback in specific areas
Think and Act: – Take action before your manager does if you see a trend of micromanagement. You can display your ability to think ahead by expecting their best course of action.
Build trust: – Take some time to evaluate your work ethic before approaching your manager for micromanaging behavior.