By Amy Ouzoonian
In a previous article, I talked about the differences between a micromanager and a leader. While the latter is seen as a catalyst for growth, the former can pose several impediments to individual and team development. How to detect the toxic micromanager? There are five distinctive characteristics of a micromanager and we'll go over each and the potential impact they can have on your organization or business.
Before discussing the characteristics of a micromanager, let's first understand what micromanagement is. The Harvard Business Review defines micromanagement as a management style where a manager closely observes, controls, and often directly intervenes in the work of their subordinates. This approach can be detrimental, leading to low morale, high employee turnover, and limited organizational growth.
Recognizing the Micromanager
Recognizing micromanagement is the first step in addressing it. Below are some common characteristics of micromanagers:
1. Obsession with Detail
Micromanagers have an insatiable need for control, and this often translates into an obsession with detail. They scrutinize every step of the process and demand to be involved in every decision, no matter how minor. As pointed out in a Forbes article, this excessive control can create a suffocating work environment and stifles creativity.
2. Difficulty in Delegating
Micromanagers struggle to delegate tasks effectively. They tend to take on too much and often re-do the work done by their team because it doesn't meet their overly high and often subjective standards. This not only demoralizes employees but also limits their growth opportunities.
3. Poor Trust in Team Abilities
Micromanagers frequently question their team members' abilities, which can undermine confidence and breed resentment. This lack of trust often leads to constant checking in, unsolicited advice, and unnecessary correction.
4. Resistance to Employee Autonomy
Employee autonomy is a key ingredient for a fulfilling work environment. However, as noted by Psychology Today, micromanagers often resist giving their employees the freedom to work independently. They insist on constant updates and place an unnecessary emphasis on protocol over productivity.
5. Focus on Negatives Over Positives
Micromanagers often focus on mistakes and overlook successes. This unbalanced feedback can demoralize employees, create a fear-based work environment, and suppress innovation and risk-taking.
The Impact of Micromanagement
Understanding the impact of micromanagement is crucial for organizations striving to foster a positive work culture. The American Psychological Association has highlighted that micromanagement can lead to reduced job satisfaction, increased stress, and a higher likelihood of burnout. It can also impact the company's bottom line by reducing productivity and increasing turnover rates.
Identifying the characteristics of a micromanager is the first step in preventing this detrimental management style from getting its talons around your company. By fostering a workplace environment that emphasizes trust, autonomy, and balanced feedback, organizations can stimulate creativity, improve morale, and enhance productivity. When employees feel valued, trusted, and have room to grow, they are more likely to excel, propelling the organization towards greater success. MoodConnect believes in these values and we'd like to help your company to flex these values a little more too. Let us help you! Sign up for MoodConnect and get a free demo today!