Many times, leaders who practice micromanagement usually have good intentions, like ensuring that work gets done correctly.
Even so, this approach often has significant negative effects on team performance and morale, preventing goals from being met and cultivating an unpleasant feeling of discomfort and incompetence.
Let’s see what micromanagement is, how to identify its signs in the workplace, and its consequences on productivity. We’ll also analyze how this management style can affect creativity, motivation, and employee retention.
What’s micromanagement?
It’s a leadership style where the leader or manager excessively supervises and controls every aspect of their employees’ work. This approach is characterized by a lack of delegation and a constant need for approval and monitoring.
Micromanagers tend to get involved in minor tasks that could be handled by their subordinates, which can lead to frustration and demotivation within the team. Instead of focusing on strategy and leadership, these managers spend most of their time on operational details, thus limiting their employees’ autonomy.
Even though the reason behind micromanagement is to ensure work is done successfully, the means to guarantee this often harm team dynamics, individual employee growth, and the overall work environment, making this leadership style increasingly less recommended.
According to data from Redline Group, 55% of people feel that micromanagement affected their productivity, and 68% said it impacted their morale.
4 Signs to identify micromanagement at work
Recognizing the signs of micromanagement is the first step to addressing this problem. Depending on the organization or the specific dynamics, they may be normalized enough to go unnoticed as a problem.
However, it does constitute an obstacle that, if removed, can have a very positive impact on talent.
Every task requires the leader’s prior approval
When every task, no matter how small, needs the leader’s prior approval, it limits employees’ efficiency and autonomy.
This behavior can cause unnecessary delays and obstruct workflow, as employees constantly have to wait for validation, often unable to continue with their responsibilities until they get it.
Every email is copied to the leader
If every email sent has to include the leader in CC, it’s a clear sign of micromanagement.
This practice is not only unnecessarily bureaucratic but can also create an environment of distrust and stress, as employees may feel constantly monitored and evaluated.
The leader always knows (or needs to know) the whereabouts of employees
Constantly monitoring employees’ whereabouts and activities is another clear sign of micromanagement.
This level of control can be stifling and send the message that employees aren’t trusted to manage their own time and responsibilities, which can lower team morale.
No decision making
In a micromanagement environment, decision-making is centralized in the leader, meaning employees don’t have the freedom to make decisions on their own.
This not only delays processes but also hinders the development of leadership skills and autonomy within the team.
Consequences of micromanagement on productivity
Micromanagement can have several negative consequences on productivity and the work environment. Here are some of the most significant:
Wasted time
Micromanagement leads to a considerable waste of time for both the leader and the employees.
Constant check-ins and approvals slow down task progress, resulting in decreased overall team efficiency. Instead of focusing on strategic tasks, the leader gets trapped in operational details.
Less room for creativity
Creativity flourishes in an environment where employees have the freedom to explore and experiment. Micromanagement, by imposing strict control and limiting autonomy, stifles creativity and innovation.
Employees may feel less motivated to propose new ideas or solutions because they fear being reprimanded or not taken into account.
Demotivated employees
The inherent lack of autonomy and trust in micromanagement can lead to widespread demotivation among employees.
Feeling constantly controlled and evaluated can undermine morale and commitment to the company. Demotivated employees tend to be less productive and more prone to making mistakes.
Higher employee turnover
Micromanagement significantly contributes to employee turnover. Employees who feel they can’t grow and develop in a controlled environment will seek opportunities elsewhere.
This high turnover can be costly for the company in terms of the time and resources needed to recruit and train new employees.
It’s also a severe blow to the team, as they must dedicate time and resources to training a new person to take on the departing employee’s tasks.
Micromanagement is a real enemy of companies and work teams that opt for this style, even without wanting to or being aware of it. If leaders don’t provide spaces and autonomy to employees, processes will take longer, trust will be lost, and the work dynamic will be far from optimal.
Adopting a proactive approach based on trust and personal development is the best thing team leaders can do. It won’t only save them from overseeing every small task, but also ensure the growth of their employees and contribute to their happiness and motivation.
