Stop Micromanagement: It Destroys your Team

Here are the common signs of a micromanager in the workplace:

• Being too involved in every step of the way that a worker takes in his/her work.
• Reluctant to trust in the capabilities of a workforce to do their task well.
• They need their team to take approval for everything they do.
• They are always on the lookout for perfection. While this pursuit is not wrong, you must understand that you cannot get perfection in everything.
• Getting less input from workers because managers don’t trust them enough to come up with good ideas
• Always impatient to get work done well and quickly at the same time, a combination that does not go well together. For the work to get over properly, you must give your staff time.
• A micromanager is often of the opinion that he/she is all-knowing. In this belief, they think no one else can do a better job than them. It results in a low delegation as an example in this case.
• Focusing more on criticizing what people are doing wrong rather than developing strengths. They don't give public praise and recognition to their team.

Micromanagement can have a cascading effect on the way workplaces function. When leaders put extreme pressure on managers for goals, the managers transfer that pressure to the front lines. This is detrimental to the overall organizational performance.

The "result" of micromanagement is perhaps tangible in the short run, but more often cause damage for the long term.
                                                   
                                                                                                              - Pearl Zhu        

What Causes Micromanagement ??

Often the main cause of micromanagement is the lack of leadership skills and trust in employees. In addition, the fear of losing power and position often plays a major role. Such an environment generates contradicting energies and, according to Tuckman’s law, is always on the storm scale, where team building and empowerment have no place.

I see five common habits of a micromanager:

1. A Micromanager thinks he can do a better job at the same time.
2. A Micromanager thinks he can do more at the same time.
3. A Micromanager likes to correct employees.
4. A Micromanager always wants to know who is doing what, where and when.
5. A Micromanager thinks employees don’t know as much as him.

Fostering a Healthier Management Style

Emphasizing Trust and Autonomy

Leaders should focus on building trust with their team members. By giving employees the autonomy to handle their tasks, managers show that they trust their team's abilities. This boosts morale and encourages a more engaged and proactive workforce.

Encouraging Open Communication

Open and honest communication is key to avoiding the pitfalls of micromanagement. Managers should create an environment where team members feel comfortable sharing their ideas, concerns, and feedback without fear of judgment or repercussion.

Providing Support and Guidance

Instead of micromanaging, leaders should aim to provide support and guidance. This involves setting clear expectations, offering constructive feedback, and being available to assist when needed. This approach helps employees feel supported and valued without feeling suffocated.

Focusing on Results, Not Processes

Effective managers focus on the outcomes rather than the minute details of how work is done. By setting clear goals and allowing team members the flexibility to achieve them in their own way, managers can foster a more innovative and productive work environment.

Conclusion

Micromanagement is a counterproductive approach that stifles project growth and damages team dynamics. By shifting towards a management style that emphasizes trust, autonomy, and open communication, leaders can cultivate a more positive and productive workplace. Let's advocate for better management practices and create environments where both projects and teams can thrive.

The bottom line is that every CEO dreams of having a manager whom he can rely upon and who has great attention to detail.

Micromanagement is a sensitive issue and must fall into cautious hands. There is a fragile line between achieving outstanding results and inducing attrition through it. The idea is to find where the line is.

#Leadership #ProjectManagement #TeamBonding #WorkCulture #EmployeeEngagement #TrustInTheWorkplace #Innovation #Productivity #EffectiveManagement #WorkplaceWellbeing