Micromanaging refers to a management style characterized by the manager trying to control and monitor every minor detail personally. Micromanagers are typically highly detail-oriented, which could be a plus sometimes. However, focusing on the wrong details can lead to poor outcomes.
Micromanagement often implies a lack of trust in team members’ abilities to handle their responsibilities independently. This can lead to a significant decrease in productivity and creativity, which in turn, reduces job satisfaction and motivation among team members. It’s crucial to understand that micromanaging can be a major demotivator for your team.
When you are leading a team of professionals and experts in their right, micromanaging can leave a bad taste. As a leader, it’s essential to trust in what your team members bring to the table, especially when there are diverse skills, knowledge, and experiences. This trust can empower your team and lead to better outcomes.
I once worked on a short-term project, and I felt stifled. Although I was engaged as an expert, my capacity to apply the knowledge I brought to the job was limited. I could not wait for this assignment to be over, even though I was well paid. I did not find it fulfilling.
Looking at issues through another person’s lens can be incredibly insightful. By actively welcoming ideas from your team members to solve problems or execute tasks, you can foster a sense of inclusion and value. This not only leads to innovation but also makes team members feel more fulfilled and appreciated.
As much as I love my team members to be high performers and deliver on set goals and targets, I try to allow them to bring their knowledge and innovation to bear while providing guidance and mentorship where needed. Creating time for formal or informal discussions helps get more insight into team members’ minds and fosters the co-creation of ideas. I have gotten bigger and better results most of the time with this approach.
Micromanaging has advantages if well managed, including ensuring that tasks are completed to a high standard, catching mistakes early, and short-term control of high-risk situations. However, a leader must first understand the people you lead. Who are they? It will go a long way in determining who needs micromanaging and to what extent. Creatives, especially, enjoy independent work; if given the chance, they will create magic.
If your weakness is micromanaging people, perhaps you are a perfectionist. You can address it by learning how to assign tasks to individuals best suited to complete them. You cannot possibly be in everyone’s face, or you will be wasting executive time that could be put into more productive work. You also risk burnout.
