Micromanagers look over the shoulders of their employees and rarely let them make independent decisions. In other words, micromanagement is a management style with excessive control.
According to a survey by recruitment agency Robert Half Talent Solutions, 59% of professionals report experiencing micromanagement at some point in their career. 55% said it had influenced their productivity, and 68% noted a decrease in motivation.
At what point does a meticulous leader turn into a toxic micromanager? Here are the six red flags that you should pay attention to:
# 1. You control the team because you are anxious all the time.
Sometimes, it is necessary to keep a finger on the pulse if some team members lack motivation or professionalism. But сonstant checks can become unintentional micromanagement if you disallow your employees to prove their competence. Especially, when their results show that they know what they are doing.
According to Kimberly B. Cummings, leadership consultant and author of Next Move, Best Move: Transitioning Into a Career You'll Love, to understand the difference between justified checking and over-controlling, you need to ask yourself these questions:
- What are this employee’s competencies?
- Has he completed his task on time?
- Does he understand his role and responsibilities?
- Will he be able to handle this task if he is properly prepared
The answers will help you discern between an obsessive way to calm your nerves, and the situations when control is really needed.
How to fix: stop being afraid of making mistakes
- Many micromanagers are perfectionists scared of making a mistake as a leader. You have to let go of that fear for the sake of your team.
- Remember: every mistake is an opportunity to learn.
#2. You are sure that your decision is the best
Another sign of a micromanager is a willingness to make your employees work just like you. Such a leader tends to believe that there is a single decision, and as a result, this stifles the team's creativity and motivation.
According to career coach Angela Karachristos, if there is only one way to complete the task, it should be announced in advance, and the manager should provide valuable feedback to bring the work up to that standard.
Yes, you can insist on doing the project your way, but this is not an effective long-term strategy if you want the team to work productively. You will ask more and more clarifying questions and follow the distribution of tasks. As a result, you will feel the need for increased control, and employees will lose valuable training opportunities.
Micromanagement can bring results in the short term but will hinder the development of the team. The more control levers the manager has, the more often employees will evade responsibility in anticipation of new instructions.
How to fix: motivate your team:
- Support creative problem solving and reward people for being creative. Your employees will put in more effort if they see their ideas get noticed.
- Trust colleagues to set up their own workflow. Your team will perform better if it feels autonomous.
#3. You control for the sake of control
Remember that your management style should be tailored to the individual needs of your employees, and these can change. Perhaps a new team member needs frequent control checks to quickly tune in, but after probation will need no supervision.
Do not forget to set clear deadlines for your employees. Otherwise, you will keep asking the question: "When will the project be ready?" over and over again, only because you did not initially clear the answer.
“Ask yourself: have you explained why the task was assigned, what should be done, how and when. If the answers are clear beforehand, this will eliminate the need for disturbing micromanagement,” emphasizes Gorick Ng, a career counselor at Harvard University and author of The Unspoken Rules: Secrets to Starting Your Career Off Right.
How to fix: step back:
- On delegating tasks to your employees and setting clear deadlines, take a few steps back. Let people do their thing before your intervention is needed.
- Reassure employees that they can contact you with questions. And believe me, they will do it when your help is really needed.
#4. You are obsessed with details
Instead of focusing on strategic tasks, managers often find themselves overwhelmed by unimportant and low-priority tasks. Moreover, this management style shows the team that they are not trusted.
“The younger generation prefers to work independently and make decisions on their own. Without trust, employees feel powerless and doubt their position in the company. As a result, they are less engaged, angry, and less loyal,” says Sam Lowy, CEO of Life Insurance Star.
According to a study in Health Promotion International, employees who have autonomy are more satisfied with their jobs and are less likely to think about leaving the company.
How to fix: rethink your priorities
- Take the time to evaluate your goals and priorities as a leader.
- Start keeping a weekly calendar. Review it at the end of the week and evaluate how much time it really takes you to achieve your goals. Mark the rest of the areas where the most resources are spent, and delegate them.
- Start daily planning with a focus on your key long-term goals.
#5. You don't give feedback
If your typical response to a team is “I have no time to hold your hand” or “Find it out on your own”, then your employees might seriously lack your feedback. While this approach may seem reasonable and be construed as granting independence, in fact, it isn't.
According to a Gallup study, 47% of employees report that a manager provides them with feedback “a few times a year or less.” And 19% receive feedback once a year or do not receive it at all.
Leaders are responsible for their team’s development stimulation, but trying to keep up with the flow of small tasks leaves the micromanager with no time for meaningful feedback. However, without regular feedback, employees will not learn and, as a result, will make the same mistakes.
How to fix: more support, less criticism
- Take the time to ask your employees about their goals. Then give them tasks that match those goals and let them do the work autonomously.
- Start giving feedback regularly, without delays and cancellations.
#6. You don't delegate tasks
A micromanager’s mantra is "If you want something done right, do it yourself." But eventually, you will find that there are only 24 hours in a day. Without delegation, leaders inevitably take on jobs they are not qualified to do.
“Micromanagement may give short-term results, but over time it will negatively affect your team, company, and yourself. You reduce your productivity and run out of opportunities to do important things. You slow down the development of employees and demoralize them. You create organizational vulnerability when the team is not used to functioning without your presence,” says Muriel Wilkins, performance consultant and author of Own the Room: Discover Your Signature Voice to Master Your Leadership Presence.
How to fix: trust
- Be patient if an employee makes a mistake: they will learn from it and do better next time.
- Assign tasks to the team, expressing trust and confidence in their ability to do the job.
- Allow employees to show what they are capable of, and then show appreciation for their efforts.
