Micromanaging refers to a leadership style in which a manager or supervisor closely observes and controls the work of their subordinates due to a desire to ensure quality and control, often to an excessive and unnecessary degree. There are various reasons why leaders might resort to micromanagement, such as a lack of trust in their team members, a need for control, a fear of failure, or a conviction that their approach is the only viable one. 

The Consequences

Micromanaging can stifle creativity and innovation 

When team members feel their manager is constantly looking over their shoulder dictating every move, they may be less likely to take risks or suggest new ideas. They start to fear being shut down and dismissed. This can stifle the team’s growth and adaptability to new challenges because their work environment does not allow new ideas. Additionally, team members may become overly reliant on their leader for direction and guidance, leading to codependency.

Micromanaging can cause stress and burnout 

Constant scrutiny and judgment over their work may lead to anxiety and burnout. No one can maintain perfection twenty-four/seven. It also decreases morale and productivity because they have no motivation to continue producing inauthentic work. This leads to high turnover rates as team members seek more supportive and learning-based work environments.

Micromanaging can waste time and resources 

When leaders spend all their time monitoring their teams, they cannot focus on higher-level tasks and strategic planning. Meetings are spent on more minor, frivolous details, and time and money are wasted. Thus, micromanagers often lose sight of the big picture and business purpose.

Tips to Stop Micromanaging

1. Set clear goals and expectations 

Clearly communicating what is expected of employees can help eliminate the need for constant supervision. Ensure that employees have a clear understanding of what they need to do and have a timeline for completing their tasks.

2. Trust your employees

If you have hired competent and capable employees, trust that they will do their jobs well. Give them the space to take ownership of their work and make their own decisions. It is the first step of adding accountability instead of blame to the work environment. 

3. Delegate effectively 

Delegating tasks is an important aspect of management, and it can also help reduce the temptation to micro-manage. When delegating, be clear about what you want to achieve without detailing every step. Good managers let employees figure out the best way for them to achieve a task. Micromanagers force employees to do it their way. 

4. Encourage collaboration

Encouraging teamwork and collaboration outside of your management can help employees feel more empowered and engaged in their work. They begin to develop a better working relationships as well and can solve problems or make decisions faster.

5. Provide regular feedback 

Regular feedback can help employees understand how they are performing and what they need to do to improve. However, it is important to balance this feedback with a supportive and constructive approach, rather than constantly criticizing and correcting their work. Try phrasing feedback as a learning opportunity instead of a personal issue. 

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