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Management style refers to the way by which work is done in order to achieve objectives. It includes how work is delegated, how it is monitored, how decisions are made, how progress is measured and how interaction happens between the team members and the management.

There are many management styles. While the earlier styles focused on exerting more authority, the later styles moved towards delegation and accountability. Far more recently, the emphasis is on authentic management or leadership wherein honest, ethical and trustworthy leadership is stressed upon.

While leaders often have to combine more than one style of management according to the demands of the situation, a style that is almost always regarded as negative is micromanagement.

What Is Micromanagement?

Micromanagement is a management style where an employee’s superior exhibits excessive control to the point of diminishing autonomy and curbing creativity. Employees are also left out of decision-making and are not encouraged to voice their opinions.

Often, people who micromanage are under the impression that they are doing what is best for the employees and the organization.

Micromanagement: Signs and Harmful Effects

• Reluctance to Delegate: Micromanagers like to stay in command and find it difficult to delegate tasks. This has two downsides:

• The manager is left with a huge workload.
• Employees do not take on work unless directly instructed to do so; they start to lose initiative and feel demotivated.

• Overinvolvement: Even if they delegate tasks, micromanagers maintain a close watch over the employees often giving detailed instructions on how to do things. Autonomy suffers and so does creativity.
• Centralized Decision-Making: All decisions are taken by the manager alone without consulting employees. This could be because the manager either believes he knows best or is simply not comfortable taking opinions from employees. Employees end up feeling undervalued and disengaged.
• Continuous Updates: Micromanagers need constant updates whenever they delegate tasks. Their inability to let go and their need to stay appraised often results in employees taking more than the needed time to complete tasks. As a result, employees feel stressed and the workplace morale is low.
• Highly Critical: Micromanagers tend to be overly critical of employees’ work and are rarely satisfied by a person’s performance. While they might justify this as their need for perfection, the truth is that criticism is very harmful for employees’ self-confidence and job satisfaction.
• Inflexible Deadlines: The need to be in control often results in micromanagers setting difficult deadlines without taking into account employees’ work load. Employee burnout is a very real possibility in micromanagement. 
• High Employee Turnover: In such a toxic work culture, employees feel unappreciated and overwhelmed. As a result, many quit in search of better work environments.

For Employees: Addressing Micromanagement

Employees thrive when they are encouraged and appreciated. Micromanagement can make them doubt themselves.

Given below are some actions employees experiencing micromanagement can take.

• Request a meeting with the manager and explain how his style of management is affecting productivity. Be diplomatic and respectful. Keep the conversation private.
• Talk about setting key performance indicators (KPIs). These are measurable indicators of how effectively an individual or team is achieving targets. By setting KPIs, the manager can keep track of the work being done while the employees can have some autonomy.
• Earn the manager’s trust by being proactive. Showcase your abilities so that the manager understands that you are capable.
• Be open to feedback. Request for it to let the manager understand that you are open to new ideas and styles of getting work done.
• However, if micromanagement continues or starts to affect you, do talk to higher authorities about it.

For Leaders: Stopping Micromanagement

Micromanagement need not necessarily be confined to just workspaces; it can happen in personal relationships too. Wherever it happens, it is detrimental to that association. However, when people are made aware of the signs of micromanagement, they usually take steps to rectify it.

The tips given below will help people overcome their need to micromanage.

• Let your employees know what you expect of them. This will make their roles clear to them. Set boundaries so that they know what is acceptable and what is not.
• Get everyone’s opinion while making a decision. Encourage people to come up with ideas and solutions. You will indeed realize that many hands make light work.
• Agree ahead on progress checks so that you don’t have to watch them at all times. This will also stop employees from feeling suffocated.
• Understand your employees’ strengths and delegate tasks based on that. This will help you feel more confident about their ability to get the job done.
• Shift focus to end result. Understand that people have different ways of getting work done – your way is not the only way.
• Finally, practice self-reflection. Seek feedback and address any micromanagement tendencies.

Takeaway

While micromanagement stems from a desire to produce high quality work, it only results in a toxic work environment. Employee empowerment and trust are essential to build an organization that is robust and adaptable. Successful organizations have leaders who understand a simple fact: Rigid control does not work; employees need to be trusted and inspired to perform their best.

Frequently Asked Questions

What is micromanagement?

Micromanagement is a management style where a leader exercises excessive control over employees, closely monitoring tasks and limiting autonomy, creativity, and independent decision-making.

Why is micromanagement considered harmful?

Micromanagement reduces employee confidence, increases stress, limits creativity, and creates a toxic work environment that lowers productivity and morale.

What are common signs of a micromanaging manager?

Common signs include reluctance to delegate, constant supervision, excessive criticism, frequent progress checks, centralized decision-making, and unrealistic deadlines.

How does micromanagement affect employees?

Employees under micromanagement often feel demotivated, anxious, disengaged, and burned out, which can eventually lead to poor performance and high turnover.

How can employees handle micromanagement at work?

Employees can address micromanagement by having respectful conversations, setting clear performance expectations, being proactive, requesting feedback, and escalating concerns if necessary.

How can leaders stop micromanaging?

Leaders can reduce micromanagement by trusting employees, focusing on outcomes instead of processes, delegating based on strengths, encouraging collaboration, and practicing self-reflection.