A micromanager strongly controls aspects of their team’s work. As a result, their employees experience lower autonomy, creativity, and confidence.

Ongoing exposure to micromanagement contributes to high levels of stress, anxiety, and depression. Employees also can experience high blood pressure, weight gain, and other health issues.

Micromanaging reduces employee engagement, performance, and productivity. This process also lowers job satisfaction, employee morale, and attraction and retention rates. These factors reduce your organization’s bottom line.

Because a micromanager creates a toxic work environment, you should learn how to spot one and avoid becoming one yourself. These methods can help.

Common Reasons for Micromanagement

There are three main reasons for micromanaging:

• The desire to feel more connected to employees.
• The wish for the comfort of a previous role rather than managing employees who work in similar roles.
• Fear that employees will tarnish the manager’s reputation.

The Role of Fear in Micromanagement

A micromanager might have experienced more security in a non-supervisory role where their work quality led to a promotion. Therefore, the manager might believe their abilities will be negatively viewed if their employees make mistakes or do not reach expectations.

A micromanager might not trust their employees to carry out their tasks to perfect standards. As a result, the manager might become overly involved in their employees’ activities.

Tips to Spot a Micromanager

Look for these signs to spot a micromanager:

• The manager tends to focus on every detail rather than the big picture.
• Employees must receive approval for every decision and task.
• The manager requires constant updates on employee activities.
• Employees must include the manager in every piece of communication.
• The manager over-complicates projects with detailed instructions.
• Employees feel the manager can more effectively perform their jobs than they can.

Methods to Avoid Becoming a Micromanager

You can choose among these methods to avoid micromanaging your employees:

• Remind yourself that the role of a manager is to be the team leader, main decisionmaker, and coach. The role does not include overseeing every action your employees take.
• Clarify the goals and standards you want your employees to reach. Then, provide guidance and support as your employees work to attain these objectives.
• Build trust with your team. For instance, let your employees share, develop, and implement ideas to benefit the company.
• Delegate tasks. Make yourself available to answer questions and provide guidance when needed.

Avoid Micromanagement Pitfalls

Signs such as focusing on every detail rather than the big picture and requiring approval for every decision and task help you spot a micromanager. You can avoid becoming a micromanager by building trust with your team and clarifying the goals and expectations for your employees.

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