Micro-management is a managerial behavior of an impotent, insecure and authoritarian leadership, characterized by the practice of excessive control and monitoring of its team, situation and / or work environment. This symptom is harmful, as it compromises the productivity, motivation and satisfaction of employees.
This form of management is one of the biggest mistakes that a manager can make in terms of people management. Much more than affecting the performance of an organization’s operational workforce, micromanagement affects people’s quality of life and well-being.
Leadership is a practice that requires continuous training, so management positions must always be updated to the needs of your team and the reality of the market. If you are looking to build successful leaderships in your company, we recommend reading this development program with fundamental tips!
Micromanagement is one of the consequences of weak leadership, however there are ways to avoid and correct it. Want to know how? So, follow the post and learn all about this behavior and make sure it doesn’t happen.
What is micromanagement?
At first glance, the name may suggest a functional management practice for microenterprises or small teams within an organization. But in micromanagement, small references are only mentioned in the name.
Micromanagement is a huge consequence of problematic management, characterized by weak, insecure and controlling leadership. In this type of leadership, employees do not have autonomy, freedom or permission for creative proactivity. Consequently, high levels of stress, revolt, discouragement, among others are generated in the company.
The exaggerated need to master professional situations and attitudes becomes abusive and unmotivating. Even though it seems a genuine concern of the leadership with the quality of the delivery of a service, this micro-managerial conduct is a reflection of authoritarianism. The manager just wants things to happen his way.
It is necessary to be very attentive, because this type of leadership affects the efficiency (excellence in processes) and effectiveness (achievement of results) of the organization as a whole.
How to identify a micromanagement leader?
Regardless of the manager’s profile, the fact is that the leadership is acquired respect and not imposed. A good leader motivates your team, captivates a bond, stimulates your development and awakens the best in each professional. A bad leader makes inappropriate use of power and practices micromanagement.
It is easy to identify a micro manager, as there are many symptoms that define this problem. A manager who practices micromanagement is not concerned with teaching or collaborating so that the activity is done in the best way, he is just focused on ordering everything to be done his way.
Check out the main characteristics that define a micro manager:
- decision-making power exclusive to you;
- employees do not have autonomy;
- prohibits parallel conversations between employees;
- any activity must be authorized and supervised by him;
- all processes must be notified, even if they are routine;
- ideas are fought if they are not his initiatives;
- wanting to be copied in all emails;
- teams cannot participate in projects in other areas without authorization;
- does not delegate functions;
- the focus is on the details in detail;
- any mistake becomes a big problem;
- supervises employees constantly;
- ignore the opinion and / or experience of employees;
- requests updates on projects at all times;
- constantly asks for reports;
- they judge the results unsatisfactory;
- does not trust the team.
What are the causes of micromanagement?
There are basically two main causes for micromanagement, the personal and the organizational.
The manager is already an insecure person, with difficulties in trusting others. Therefore, he becomes obsessed with details; believes that it is indispensable for the activities to be carried out.
The manager follows the organization’s internal policy, in which bureaucracy and organizational culture generate discomfort in the organizational climate. In this case, leadership positions are often unstable.
What are the main problems of micromanagement?
Below are the main problems arising from micromanagement.
Limitation of employee proactivity
Limited by the authority of the manager, many talents waste their training, knowledge and experience, which could be used to enhance organizational evolution. In addition, the lack of opportunity to expose and develop these skills frustrates and discourages the workforce.
Stressful work environment
With overcharging, rude behavior and stressful control, the work environment becomes stressful, unstimulating and unpleasant. Consequently, the organizational climate is affected, impairing the team’s productivity.
Manager is not an example
In the micromanagement policy, perhaps the most affected is the manager himself. He is frowned upon by his team, becomes a petty leader and has his leadership ability questioned. Employees do not admire and obey for fear of the power that their position represents.
High employee turnover
One of the most visible consequences of micromanagement is the high turnover of employees, which also implies the loss of special talents. Dissatisfaction with the work environment, interpersonal relationship, progress of career path, professional development, among others, makes the employee seek new opportunities.
Loss of business vision
Another problem with micromanagement is the loss of business vision. By dedicating himself to the detailed management of the projects, the manager ends up losing the macro notion of the enterprise. This means that important analyzes for the company’s evolution in the market are not done properly and the final results are disastrous.
For the company to work to its full potential, good leadership is essential. Therefore, micromanagement must be avoided at all costs. It is necessary to trust your workforce and offer conditions for it to develop, after all, everyone works driven to achieve the same organizational goals.
Having the respect and admiration of employees is the best way to achieve satisfactory results and ensure the growth of the company.
So, did you identify yourself? So, tell us here in the comments how was your experience with this type of leadership.
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