What’s Micromanagement?

There are a plethora of ways managers find success in motivating and leading their employees. But sometimes, leadership focuses too much on moment-to-moment productivity, creating an environment that actually stifles progress. Sometimes, the manager becomes hyper-focused on monitoring the employee’s every move.

This is called micromanagement. A manager becomes obsessive with how directions are carried out, exactly the way they are prescribed, often to the detriment of the office environment. As a manager, how controlling are you? There does need to be direction –  managers who learn the opposite direction and give their team members so much control that they lose sight of either the goal or the results people are producing. A balance of respecting the employee’s skills while still offering direction results in the most productive workplace and yet, micromanagement is still a common problem.

After some investigation, we’ve found controlling managers explain their behavior:

• Fear that staff will not complete the project correctly or exactly how the manager would prefer
• High need to know what is being done and when
• Need to ensure that the project is done on time
• Lack of trust in the team member to complete the project or complete the project correctly
• Fear that a negative outcome by the team member will be a poor reflection on the manager
• High need to make sure the rules, policies and traditions are followed
• Concern that the environment is changing too quickly to give up control

Meanwhile, here’s the impact of micromanagement:

• Employees sit around and wait to be told what to do
• Employees are hesitant to make decisions without the blessing of the manager
• Employees do only what they are told to do
• Employees are disengaged
• Employees do not feel valued or recognized
• Employees feel blamed when things do not go right

These controlling managers are doing a disservice to both the direct reports and their company. Control limits potential, limits initiative, inhibits talent, and puts a damper on positive results. 

Honestly, no matter how hard anyone manipulates or tries, you can’t control anyone, truly. Even when a manager has power over people who report directly to them, they will ultimately drive the employee away with their constant harassment.

If the manager has the wherewithal to recognize their problem, and they’d like to change for the better, the first step is admitting that they have an opportunity to become an even stronger leader, producing even greater results with a team that is highly motivated! Leadership has very little to do with control and everything to do with influence. 

Talented and motivational leaders are able to balance the fulcrum between maintaining control and giving up control. Leadership is all about setting a compelling positive vision, clear goals, delegating authority, relinquishing control, trusting staff to let people do their job and then recognizing team members for producing great results.

Great leaders using this method attract positive, productive and successful teams. Managers who spend time complaining about their team or individual team members seldom rise to the level of being called a great leader. What characteristics do these great leaders have that allow them to give up control?

Positive Vision: They have a powerful positive vision of what they are creating for both their team and the organization.

Focused Strategically: They are focused on strategic actions and turning the vision into a reality, spending a limited time on minute operational details.

They Trust People. Trust is their most valuable asset! Great leaders delegate authority to enable team members to make decisions and get things done.

Recognize and Value People: When things go right, they pass along the recognition and success to those who are responsible.

Take Responsibility: When things go not so right, they take responsibility to ensure the problem gets corrected.

Expect Growth: Great leaders expect team members to grow so they can add even more value to the team.

Accept Mistakes: Great leaders know that if they value innovation and continuous improvement, there are going to be mistakes. Congratulate people for trying something new, even if it didn’t work, and move on.

High Confidence and Self-Esteem: Great leaders truly believe they can give up control because they know that if something does not go well, they have the confidence to lead the team to success.

Genuinely Care: Great leaders genuinely care about the success of their team members, both personally and professionally, as well as the team as a whole.

Having the vulnerability to relinquish control and micromanagement in your leadership style, and shifting your focus to empowering your team is the first step in creating a lasting, positive and productive environment for progress! If you worry about your employees and their deadlines, trying to coerce their progress, try a few of the above techniques and watch how your team changes. Anyone can improve how they lead others – all it takes is that first step.