Micromanagement. A good idea or a mistake in people management ?
Micromanagement is a style of management in which the manager constantly supervises his subordinates, intervenes in the details of their work and controls almost their every move. This approach can be useful in some situations, but it often has negative consequences for the work environment and employee productivity.
What is micromanagement?
Micromanagement manifests itself in excessive control and constant supervision of employees' work. A manager who uses micromanagement tends to:
- determine in detail how work is to be done,
- constantly control procedures and results,
- interfere in details that should be handled by the employees themselves,
- have a lack of confidence in the abilities of their team.
When does micromanagement come in handy ?
Although micromanagement often has a negative reputation, in some cases it can be justified and even beneficial.
Mikromanagement can be useful:
- When onboarding new employees – when new employees are not yet famirial with company processes and standards, it can be helpful if a mnager pays close attention to them and provides frequent feedback.
- For critical projects – If the project is high-risk or involves important details, it may need more attention.
- For poor employee performance – If someone is regularly underperforming, the manager may need to intervene more until the situation improves.
- In crisis situations – When unexpected problems need to be responded to quickly, temporary increased scrutiny may be warranted.
When is micomanagement already harmful ?
If micromanagement is used for a long time and without justification, it can have negative consequences :
- Reduces employee motivation – Constant control can lead to employees feeling that they don´ t have the trust of their supervisor, which demotivates them.
- Hinders creativity and initiative – When employees know their work will be under constant scrutiny, they lose the desire to find their own solutions and innovate.
- Increases stress and frustration – Constant supervision and interference can lead to higher levels of stress and discomfort in the workplace.
- Decreases manager effectiveness – If a manager spends too much time on minor details, they can´ t fully focus on strategic tasks and overall team development.
- Leads to high employee turnover – The frustration of constant supervision can cause talented employees to look elsewhere for work.
How to find a balance?
To avoid harmful micromanagement, a manager should :
- Trust the team and let employees tackle tasks independently.
- Provide clear expectations and leave room for their own solutions.
- Focus on results, not the details of the process.
- Provide constructive feedback instead of constantly interfering with work.
- Delegate tasks and responsibilities, so that employees feel a sense of autonomy and trust.