What is a micromanager, and why do people micromanage? This sinister way of managing employees can infiltrate any workplace or organisational culture. Micromanagement is one of the worst, most damaging and morale-sapping ways of managing people. It can seriously affect productivity, employee retention and ultimately, damage people’s health. A manager's job is to provide guidance and support. Their role is to facilitate a healthy environment where employees can perform at their best - reaching their potential by having true autonomy in their roles and building their confidence. Unfortunately micromanagers achieve exactly the opposite. In this blog, we cover: Micromanagement is where managers feel the need to control aspects of their employee's work & decision-making to an extreme degree - more than is necessary or healthy for a usual working relationship. Many people have experienced micromanagement at some point in their careers. Being micromanaged can reduce an employee's confidence, extinguish autonomy and severely impact creativity - and believe it or not, that's the best-case scenario. At worst, being micromanaged can lead to employees seeking work elsewhere, or even lead to anxiety, stress & depression. If you’re reading this and in a dark place as a result of being micromanaged, please be strong and seek help as soon as you can. When you’re being micromanaged - and I’ll move on to the signs and symptoms shortly - one of the worst things is the drain in self-confidence. It can be incredibly difficult to put your hand up and ask for help.What is micromanagement?
Are you being micromanaged?
But help is available and if you feel you're in this situation, it's best to start a confidential discussion with your HR team about what you're experiencing.
Trying to manage a micromanager?
Do you employ people to manage your wider teams? If the answer's yes, the rest of this piece is for you.
Micromanagers, through surface-level diligence, commitment and attention to detail may seem like model managers, but often use this to hide in plain sight and disguise working practices which – if you had visibility that they were going on – would probably horrify you.
Keep reading to discover the key symptoms of micromanagement and what you as a leader can do to alleviate the situation.
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Why do people micromanage?
According to theHarvard Business Review, the two main reasons managers micromanage are:
- They want to feel more connected with lower-level workers
- They feel more comfortable doing their old job, rather than overseeing employees who now do that job
Leadership expert and best-selling author, Mark Murphy, adds a third dimension: fear. He argues that many micromanagers are terrified that their team members will do something to tarnish their hard-earned reputation, so they control excessively.
Where a micromanager felt secure in a high-performing but non-supervisory role where the quality of their work resulted in a promotion, they fear their abilities as a manager will be poorly perceived if their team members fail to measure up or make mistakes – even small ones.
But the fear most responsible for causing bosses to micromanage is that 48% of bosses like to be seen as experts and authority figures.
More than 5,000 leaders have taken the online test“Are You Motivated By Power Or Achievement?” And based on the results of the test, we know that about 41% of leaders have a very strong desire for power. This isn't always a bad thing - but when managers get carried away, that's when it becomes a problem.
We need to remind ourselves that the role of a manager is to be the team leader, the decision maker, and the coach, not to oversee every step taken by an employee.
Henry Stewart, business author and CEO of Happy has noted that in his eyes, the number one frustration employees experience is micro-management. He suggests that managers take steps to “make clear the guidelines and what you want people to achieve. And then give people the freedom to work out how to achieve that”.
And Stewart’s comments are in line with our own research. Our Culture Economy Report revealed that 21% regard micro-management as a reason for distrust.
7 signs of micromanagement
Not seeing the wood for the trees
Micromanagers have a tendency to become bogged down in the minutiae of individual project strands, losing the ability to see the bigger picture.
Every task needs approval
For many micromanagers, the idea of giving their team members control is unthinkable. They often believe that they are the only one capable of effective decision-making.
People find themselves having to request approval about everything, rapidly diminishing self-confidence.
An obsession with constant updates
This can result in people spending more time producing detailed updates than focusing on what they are employed to do. With people feeling the constant need to justify themselves comes the feeling that they are not trusted to do their jobs.
Difficulty delegating
This causes two big problems. Firstly, a micromanager's team members wonder whether they are actually allowed to do to the work for which they were originally employed to do. This can lead to a steep decline in confidence. In turn, the micromanager becomes so overloaded with another person’s work that they fail to do their own.
The need to be cc’d into every single email
The need to have visibility of every strand of communication at all times. This indicates a fear of being left out of the loop and obsession that people are discussing details and making decisions outside of their control.
Over-complicates instructions
An obsession with even minor details means that even straight-forward projects become ridiculously over-complicated. Instructions are so detailed and convoluted that they end up becoming incomprehensible.
The belief that no one else is capable
Micromanagers often believe that they are in a management position over lesser talented people because only they can be trusted to work as effectively.
How to manage a micromanager
Once a micromanager has been identified, it’s time to take immediate steps to deal with them in order to mitigate the damage they are doing to people, their productivity and ultimately the company itself.
It’s not the place of this article to talk about the HR policies and procedures that businesses need to follow in order to deal with micromanagers, especially in extreme and ultra-sensitive situations where disciplinary action may be required. This is where an HR professional would come in - and we'd advise you to start there within your own organisation by speaking to your HR team.
Micromanagers could become difficult to manage and resent what they see as an intrusion even if, ironically, it’s senior managers that they are looking to impress. Managing micromanagers takes tact and careful thought.
It’s very possible that business leaders show guidance and a little tough love could help turn a micromanager around and set them on a new path where they focus on becoming a positive rather than a malign influence. Which brings us to the subject of business culture.
The importance of workplace culture
The culture of a business permeates everything it does and stands for. It’s the way people treat each other, how they espouse company values and standards, it’s the feel of the work environment and it underpins how things get done. The Breathe Culture Economy Report that last year alone poor company culture cost the UK economy more than £23.6 billion.
Business leaders who focus on creating open, positive workplace cultures where people feel supported and appreciated, with their achievements recognised by their peers and managers create an environment where its almost impossible for micromanagers to thrive.
It’s when openness becomes diluted and business leaders lose sight of how their managers are treating people that the rot sets in. This can all too easily create the toxic culture in which micromanagers thrive, and at the expense of the people they are supposed to be guiding and supporting.
Last year, we launched the Breathe Culture Pledge to encourage other UK SMEs to commit to their culture and put their people first. So far over 370 businesses have joined us, and if you take your culture seriously we'd love for you to do the same.
Technology and effective management
These days more businesses than ever before are harnessing technical tools which automate time-consuming manual tasks. These tasks can otherwise take over and prevent managers from spending time on helping their people grow and develop. This applies to businesses of every size and every department. HR management systems like Breathe are now an essential part of the tech mix as they reduce admin, improving productivity and efficiency as a result.
This means that HR managers and their teams can focus on personal development initiatives that bring out the best of people. This also means that they will have more time to help micromanagers re-think their practises and work more fairly, ethically and effectively.
Why not try Breathe and get started today? Your free 14-day trial is waiting for you here.
FAQs
How do you outsmart a micromanager? ›
- Turn Your Lens Inward. Some micromanagers are most likely dealing with an issue of trust. ...
- Beat them to the Punch. If there's no issue with your work quality, try beating your boss to the punch. ...
- Make Efforts to Understand. ...
- Let Your Boss Know How You Feel.
Begin with, “I've been tasked with completing this project, and I feel like you don't trust me to do it.” If they confirm, or continue their micromanaging behavior, tell them, “this is the job I've been hired to do, and I deserve the chance to do it–my way–without interference.
Is micromanaging a form of harassment? ›Bullying tendencies: Micromanagement can be a form of workplace bullying. Some micromanagers insist on a steady stream of detailed reports and check-ins as a form of hazing. This is abusive behavior and must be nipped in the bud.
Why is micromanaging toxic? ›When you micromanage, you actively show a lack of trust in your employees. Micromanagement makes it look like you don't trust your employees, you don't believe they are competent, and like you don't want them to do their jobs. As a result, they don't trust you, and your workplace culture is destroyed.
What is toxic micromanagement? ›When a boss micromanages every minute detail of your work, it makes for a toxic work environment that in turn affects productivity. Trust is a key factor to enable people to manage their work responsibly. While some bosses get this, some refuse to even try to understand how micromanaging may be harmful.
Is micromanaging a form of anxiety? ›Micromanagement can have a number of negative psychological effects on employees, including anxiety, stress, and low self-esteem. Employees who are micromanaged often feel like they are not trusted or valued by their employer. They may also feel belittled, intimidated, and disempowered.
How to professionally tell someone to stop micromanaging you? ›Make them aware
The first step is making them aware of their micromanaging tendencies. Use honest and respectful communication. Some bosses who micromanage may not know that they are overbearing. First of all, don't accuse them of "micromanaging." Use more concrete terms and examples.
Consider pointing out specific behaviors and the impact they have on you to heighten awareness. Example: "When you watch me do calculations for our performance report each week, I feel like I'm being micromanaged and that you don't have confidence in my abilities."
What kind of people micromanage? ›Why do people micromanage? According to the Harvard Business Review, the two main reasons managers micromanage are: They want to feel more connected with lower-level workers. They feel more comfortable doing their old job, rather than overseeing employees who now do that job.
Is micromanaging a form of narcissism? ›Interestingly enough, narcissist bosses demand empathy, understanding and respect from others but can't give the same in return. Narcissist bosses are also micromanagers. Morton said, they “micromanage the workforce because it makes them feel important and like they're in command, large and in charge.
What is the root cause of micromanagement? ›
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.
What is the psychology of Micromanagers? ›The psychology of micromanagers
A number of psychological studies have shown time and again that managers who felt insecure, anxious, or otherwise uncomfortable in their role are far less willing to allow their direct reports take control of projects or work on their own terms.
Too often, micromanaging is justified as perfectionism when really it's a form of manipulation to control others. It creates a codependent relationship where the employee is fearful to do anything without their boss's approval.
What is micromanaging a symptom of? ›Micromanagement is often a symptom of control issues. Instead of delegating, micromanagers will take on or have a hand in all functions. These bosses seem to believe that the workplace will fall apart if they do not oversee every step.
What is worse than micromanagement? ›Author Patrick Lencioni calls it the abdication manager. In his work with people at the top level in organizations, for every real micromanager, he sees dozens of abdication managers. Abdication managers know few details about what their subordinates are working on.
Is micromanaging a form of OCD? ›Micromanagement looks somewhat like and may be connected to obsessive compulsive disorder (OCD). OCD causes people to focus too much on the details, to the point of losing touch of reality. A micromanager tries to control every detail to the point of losing focus of the bigger picture.
How do you deal with extreme Micromanagers? ›- Work to build trust. Before you speak to your manager about their micromanaging behavior, take time to analyze your work ethic. ...
- Think—and act—ahead. ...
- Try to understand their behavior. ...
- Request a change. ...
- Promote feedback. ...
- Understand expectations. ...
- Suggest an accountability system. ...
- Think big.
Micromanaging or micromanagement is a negative term that refers to management style. It is very well defined by Gartner: Micromanagement is a pattern of manager behavior marked by excessive supervision and control of employees' work and processes, as well as a limited delegation of tasks or decisions to staff.
What type of manager is a micromanager? ›A micromanager is a boss or manager who gives excessive supervision to employees. A micromanager, rather than telling an employee what task needs to be accomplished and by when—will watch the employee's actions closely and provide frequent criticism of the employee's work and processes.
What is the opposite of a micromanager? ›A macro manager is the opposite of a micromanager, a supervisor who constantly looks over employees' shoulders and is often perceived as controlling and overly critical.
How do you tell your boss is trying to get rid of you? ›
- You don't get new, different or challenging assignments anymore.
- You don't receive support for your professional growth.
- Your boss avoids you.
- Your daily tasks are micromanaged.
- You're excluded from meetings and conversations.
- Your benefits or job title changed.
- Engage in Self-Reflection. Review your own performance. ...
- Initiate a Conversation. Talk to your boss about the situation to see if you can create a more positive working atmosphere. ...
- Observe the Workplace. ...
- Consider Involving Human Resources. ...
- Seek a Mentor.
- Understanding Micromanagers.
- Setting Successful Boundaries.
- Over-communicate. Because my micromanaging boss wanted to know every move I made, I over-communicated with him. ...
- Touch base frequently. ...
- Understand priorities. ...
- Be aware. ...
- Prepare properly. ...
- Managing The Micromanager.
Examples of micromanagement
Absence of delegation: the manager carries out all important business themselves. Excessive documentation: the employees can be seen giving updates and preparing reports very frequently. Pedantic behavior: the manager focuses excessively on every small detail.
▲ To manage, direct, or control a person, group, or system to an unnecessary level of detail or precision. control. nitpick. oversee.
How do you impress a micromanager? ›You may show empathy towards him, making him feel important by saying things like “I understand how important this project is to the company but without you, it would have been impossible for me to accomplish it”… “I appreciate you to guide me at every step, making the result looks like so positive and as per your ...
Does a good leader micromanage? ›Micromanagement also kills trust. Employees will not trust a leader who burdens them with a never-ending scrutiny of their performance. This lack of trust leads to lower productivity and high turnover rates. Employees who are micromanaged will lose confidence in their own abilities to perform well on the job.
What are the traits of a narcissist boss? ›- They value admiration above everything. ...
- They show very little empathy. ...
- They use anger and aggression as a tool. ...
- They flaunt being above the rules. ...
- They'll never admit their mistakes. ...
- They always try to seem like the hero. ...
- They always speak with authority.
A narcissistic boss feels entitled to privileges and special treatment. They will manipulate workers to get what they want, even if it means stealing credit for another person's work product. They'll constantly seek out praise from their staff.
What kind of narcissist has low self-esteem? ›These results suggest that the self-esteem of vulnerable narcissists is low, and their fragile sense of self-worth is hypersensitive and labile, while grandiose narcissists have generally higher and more stable self-esteem.
Is micromanaging a personality disorder? ›
Being a perfectionist or workaholic is not necessarily a good thing, and—together with other personality traits such as a tendency to micromanage other people—might be a warning sign that someone has obsessive-compulsive personality disorder (OCPD).
Are Micromanagers insecure? ›Micromanagers, she said, tend to have deep-seated insecurities. “A micromanager is a person who probably has a poor self-image, so he or she doesn't believe they deserve to be where they are, and so thinks the same about the people they supervise,” she said.
How do you manipulate a micromanager? ›- Look for patterns. As annoying as micromanagers are, they're incredibly predictable. ...
- Anticipate needs. ...
- Show empathy. ...
- Be super reliable. ...
- Be a role model. ...
- Speak up—gently. ...
- Enlighten others. ...
- Run interference.
- Does not delegate. Micromanagement is often a symptom of control issues. ...
- Over-communicates. ...
- Hovers. ...
- Calls constant meetings. ...
- Asks you to account for every minute of the workday. ...
- Demands continual hustle. ...
- Wants to sign off on every step. ...
- Positions self as sole point of contact.
- Work to build trust. Before you speak to your manager about their micromanaging behavior, take time to analyze your work ethic. ...
- Think—and act—ahead. ...
- Try to understand their behavior. ...
- Request a change. ...
- Promote feedback. ...
- Understand expectations. ...
- Suggest an accountability system. ...
- Think big.
What is micromanagement? Micromanagement is where managers feel the need to control aspects of their employee's work & decision-making to an extreme degree - more than is necessary or healthy for a usual working relationship. Many people have experienced micromanagement at some point in their careers.
Is a micromanager a narcissist? ›Interestingly enough, narcissist bosses demand empathy, understanding and respect from others but can't give the same in return. Narcissist bosses are also micromanagers. Morton said, they “micromanage the workforce because it makes them feel important and like they're in command, large and in charge.
Is micromanaging a form of control? ›While some micromanagers may gloss over this behavior as perfectionism or high-performance, it's actually a form of control. Experts have even argued that micromanagement creates a codependent relationship with employees wherein people can't function independently without the meddling of the manager.
How do you tell if Boss is intimidated by you? ›- Your boss talks trash about you to other employees.
- Your boss disregards your opinion and feedback.
- Your boss assigns you more work than you can handle, or keeps you busy. ...
- Your boss downplays your efforts and doesn't acknowledge your accomplishments.
A tell-tale sign of a toxic boss is someone who sets unrealistic expectations for their employees. Whether they expect their employee to meet an impossibly high standard or unreasonable deadline, you'll notice something is amiss when employees begin to burn out, disengage, and even leave the company.
What is hands on vs micromanaging? ›
One of the major differences between hands-on managers and micromanagers is the ability to set boundaries. Often, micromanagers struggle to set boundaries, and they supervise employees closely as they complete tasks. However, hands-on managers stay involved with their employees while setting boundaries.
What is worse than a micromanager? ›Author Patrick Lencioni calls it the abdication manager. In his work with people at the top level in organizations, for every real micromanager, he sees dozens of abdication managers. Abdication managers know few details about what their subordinates are working on.
Is micromanaging hostile? ›While micromanagement may produce some immediate response, it tends to lower company morale and creates a hostile workplace.
What does micromanaging say to your employees? ›When you micromanage you're telling the employee that you don't trust them enough to work on their own and still produce good results. Sometimes that's justified, e.g. in the case of an untrained employee, or for more sensitive workflows.