The good management accounts for a large part of the company's success, since those who manage their team well enhance engagement and productivity. Therefore, avoid micromanagement, as this type of management can negatively affect the business.
Managers who opt for micromanagement tend to increase employee dissatisfaction, undermine creativity and create a toxic climate in the work environment. This occurs because the manager who opts for micromanagement does not tolerate the team's autonomy.
Everybody else's opinion is neglected and the managers who follow this path are extremely precious and want to have absolute control of everything that happens in the company.
This scenario could be good, but in micromanagement everything happens in an excessive way. From interventions to collections, all of them are carried out constantly and the professionals have no opportunity to express an opinion, due to the manager's lack of confidence in them.
Do you want to know why micromanagement can be so negative for the company? In this article we will talk about:
- What is micromanagement ?;
- Why is this stance harmful to the business ?;
- What are the typical attitudes of micromanagement?
Interested in the theme? Go ahead and escape micromanagement today.
What is micromanagement?
Micromanagement it is a management model in which managers have excessive control over subordinates. In other words, the leader is “24 hours a day” on top of the team, monitoring all the steps of his team members.
Thus, in most cases, avoiding the professional development of the employee. Since, he will not be able to make any decision without the boss's finger. This type of manager is constantly giving orders and charging employees to the smallest details.
After all, he believes that things can only be done correctly if he participates in the execution of the task. This occurs for several reasons, from the lack of confidence in professionals to the inability to delegate functions.
Why is this stance harmful to the business?
Micro-management ends up hindering the good relationship between the manager and the team. This is because only he is the owner of the final word, preventing his subordinates from having a valid opinion in any decision making.
Not to mention that he puts his finger on all the tasks of his subordinates and ends up generating countless conflicts that could be avoided. Since many professionals feel devalued in these situations.
Another characteristic of this manager is the excessive search for errors, which ends up hindering the process as a whole. This is because those who take micromanagement as their motto end up becoming the only “owner of the truth”.
There is not an ounce of autonomy and any idea, initiative or proposal needs to pass the approval of this boss.
These attitudes create a heavy, toxic environment, with stressed professionals, not very productive and the consequence is a high absenteeism and turnover rate.
Among the main consequences of micromanagement we can highlight:
- Conflicts between manager and subordinates;
- Professional devaluation;
- Employee dissatisfaction;
- Lack of autonomy of the teams;
- Low productivity;
- Delay in the delivery of tasks;
- Excessive charges;
- Toxic climate;
- Productivity reduction;
- Increase in turnover and absenteeism rates.
What are the typical attitudes of micromanagement?
Micromanagement is noticeable due to typical attitudes that are undermining the team's daily life and negatively impacting professional relationships.
We list below some of the main characteristics of this type of management so that you can escape micromanagement quickly.
Does not delegate tasks
A big problem for the manager who adopts micromanagement is not being able to delegate tasks. This happens because does not have confidence in other professionals and is afraid that something will go wrong if the decisions do not pass his approval.
Thus, there is no autonomy and the only protagonist is this manager, while all other employees are mere assistants.
This problem in delegating tasks ends up impacting productivity, speed of task delivery and employee engagement. Since the leader makes all the decisions for himself.
Escape micromanagement today if you notice this lack of distribution of tasks to teams by any manager.
Want to know how to organize job tasks? Read our article “How to organize work tasks: 10 tips to optimize your company's routine ”.
Lack of confidence in the team
It is very common in micromanagement that the manager does not have confidence in his team. That is why he obliges professionals to always make him aware of everything that happens at work.
However, he does not do this because he wants to closely monitor all tasks, but because he wants to interfere in everything that happens.
That kind of leader often makes decisions without consulting the people he has assigned the tasks, disrupting the process and generating countless conflicts. This attitude ends up generating insecurity in the professionals.
Therefore, if you want to value teamwork and create bonds of trust between the team, escape micromanagement.
Focuses on small problems
Excessive control by micromanagement makes the manager care about the smallest details and are constantly charging the team to reach an impossible level of perfection to achieve.
This means that any task will only go ahead if it considers it to be good for your taste. Small, minimal things and avoidable changes can even delay deliveries and create a hostile environment among professionals.
The big question in this case, which is why when we say run away from micromanagement is so important, is that the manager ends up worrying too much about execution, bureaucratic issues and moves away from strategic and planning tasks.
Therefore, the pace of activities and the level of productivity end up decreasing, since all work will take a longer time to be delivered, until this is achieved. “Level of perfection” created by the manager's own vision.
Forces professionals to copy it in all emails
Do you have someone in your company who asked: “copy me in all e-mails, please?”, As you know that the chances are great that this person is practicing micromanagement.
As we said in the items above, there is an excessive control in this type of management. The leader wants to not only be on top of everything, but he wants to know what's going on so he can constantly interfere.
So, this attitude of wanting to be copied in all emails, whether internal or external, bureaucratic or not, is a common attitude of those who practice micromanagement.
The problem is that this type of action creates distrust and promotes the famous buzz, he said he told me and company gossip, as this is the only way for employees to communicate without the boss's interference.
Requires approval of all purchases
If the manager has the power to do this in the company, it is common for micromanagement to put himself ahead even in the approval of purchases. Regardless of the value, everything needs prior approval his.
Imagine a scenario where the printer paper or ink has run out. The normal path is for the responsible sector to purchase the new material to meet the needs of the office, but in micromanagement it does not work that way.
The point is that it is this lack of autonomy of the responsible sectors, flee from micromanagement so that it does not happen, it can block jobs and disrupt the routine.
Does not recognize the value of professionals
You do a lot of the work, but is it your manager who boasts about the results and doesn't recognize your effort? This is one of the characteristics of micromanagement.
The leader believes that any positive result is a consequence of your work, of their decision making. In contrast, poor results are always the fault of their subordinates.
There is not recognition for work and negative feedbacks are more common than positive ones. This scenario ends up creating unnecessary stress and the employee at the first opportunity he has will leave the company in search of something better.
If there is a high turnover in your company, it is almost certain that someone is practicing micromanagement.
In addition to wanting to influence the manager who uses micromanagement in all decisions it requires constant reporting of the work through reports, tables and others.
This requirement is part of your excessive need to be on top of everything that is happening. Since these reports, which are frequently made by subordinates, allow the manager to centralize the execution of tasks.
And not only that, with this complete vision, in the smallest details, it can block the team's autonomy. Therefore, avoid micromanagement so that employees can work with greater peace of mind, without excessive pressure.
Escape micromanagement and make your team happy!
In this article, we gave some signs for you to escape micromanagement and avoid creating a professional dissatisfaction in your company. The manager's mission is to put himself in the same boat as his subordinates and mainly to trust those around him.
No one wants to be overcharged or inhibited from making decisions by minors.
Every employee wants to grow where he is working and, above all, to receive autonomy from his superiors to put his skills into practice. If the manager does not do this and believes he is the owner of the truth, it is common for him to lose respect within the team.
Since, trusting your own employees is one of the main paths for those who want to improve the organizational climate, engage employees and enhance their productivity.
Do you understand now why many say: “run away from micromanagement”? If this article helped you to understand the harms of this type of management, share this content on your social networks.