Devastating Effects of Micromanaging

Have you ever worked for a micromanager? A micromanager is one who excessively supervises his or her employees. Instead of discussing outcomes and allowing an employee to do their job, a micromanager tells the employee what tasks need to be done by when and how it needs to be accomplished. If the employee does not follow directions to a tee the manager will give rapid criticism to get the employee back on track. It becomes their way or the highway.

Micromanagers:

• Resist delegation and want constant feedback
• Spend the majority of their time overseeing the projects of others
• Take back delegated work before it is finished if they find a mistake in it
• Expect others to consult with them before making any decisions

The affect of this practice is devastating in many ways. First the task takes twice as long to accomplish than letting the employee do their job, because employees often waste time looking for their manager before they can move on. Next, the employee can lose confidence in their own ability and usually becomes disengaged. Highly productive employees will soon remove themselves from the situation and those who stay will in effect retire. They will just wait to be told what to do and will lose any creativity and initiative they had coming into the position.

Unless the person is a new hire it is best to give clear directions and get out of your employee’s way. A truly effective manager sets up his or her employees to succeed. They empower their people by giving them opportunities to excel and challenge them to raise the bar. Micromanagers, on the other hand, do not allow employees to their own decisions, but that is exactly what helps people to grow and improve even if they have to live with the consequences of a decision. Often micromanagers are unaware that their behavior is creating a stressful environment. Have an honest discussion with your manager in a tactful way to help them understand how their behavior affects your proactivity. Keep their goals in mind and frame your conversation in how more freedom will allow you to meet the goals of the organization. Once you gain his or her trust go above and beyond. Over time you may be able to help the manager let go of their need to control and this will make your life easier and theirs as well.