Inside the Mind of a Micromanager + Tips To Stop Being One
According to the American Psychological Association (APA), one in five employees face mental health challenges while on the clock. Moreover, in a recent study by Trinity Solutions, 79% of employees shared they've experienced micromanagement at work. And guess what? It's not something they enjoy.
So, if you want to keep your employees happy and productive, micromanaging is not the way to go, even when it’s a remote setup.
As a remote staffing agency with years of experience helping businesses connect with Filipino talent, we know this practice can be detrimental to team productivity. In this blog, we’ll discuss the 10 signs of a micromanager and how companies can avoid it.
What Is a Micromanager?
Have you ever met someone who likes to control every little detail? That’s a micromanager for you! This habit doesn’t just affect the work environment; it can also bring on a wave of stress – the physical, mental, and emotional kind – for everyone involved.
In fact, some people, including the cofounder of Number For Live Person Dima Suponau, believe that micromanaging is a form of bullying because it seeks control over others.
The Root Causes of Micromanagement
Micromanaging often stems from various reasons. The most common culprits? A lack of leadership skills, trust issues on the part of the micromanager, or simply their personal feelings.
Fear of failure
Some people micromanage because they are afraid of failing. Micromanagers believe that by controlling every single detail, they can prevent mistakes from happening. This fear can make them overly involved in every aspect of their team's work.
Extreme need for control and domination
Micromanagers have a strong need to know everything that is going on. They often feel uncomfortable when not in charge, leading them to involve themselves in their employees' work excessively.
Inadequate management experience
New managers often need help with delegation due to a lack of confidence in their team's capabilities. This lack of trust results in constant supervision and micromanagement until the team members develop the necessary skills and trust in their team.
Insecurities
Insecure managers feel compelled to prove their worth through constant involvement in tasks. Their fear of being perceived as ineffective or irrelevant drives them to micromanage, seeking validation and recognition through hands-on control.
Unskilled team members
Micromanagers may see their team members as lacking essential skills, leading to a belief that their oversight is crucial for maintaining quality and efficiency. This perception often results in micromanagement to compensate for perceived shortcomings.
Unhealthy ego
“My way or the highway.” Micromanagers with inflated egos believe that their way is the only correct approach. Their need for control and superiority drives them to keep a tight grip on tasks to uphold their sense of authority and correctness.
Understanding the reasons behind micromanaging can help address it in the workplace, creating a better environment for collaboration between employees and managers.
10 Signs of a Micromanager
Now that you know the typical causes of micromanagement, here are 10 signs that someone might be a micromanager:
- Excessive check-ins
Micromanagers often check in with their team too frequently. Especially when working with offshore teams, they send frequent emails and chat occasionally to ask about the assigned tasks.
Unfortunately, this constant hovering can make your employees mistrust their work. According to Mercer, it often leads to severe stress, which is the real reason for the Great Resignation.
- Unnecessary changes
Micromanagersmake unnecessary changes to work that is already completed. Picture this: You’ve submitted a report, only to find out they decided to prepare one themselves. This shows the lack of trust in their team's abilities and judgment.
- High employee turnover
Businesses with micromanagers experience high employee turnover, which directly impacts operations. The constant pressure and lack of autonomy can drive employees to leave for better opportunities. Plus, it can cost your company about two times a worker’s salary to replace them!
- Overwhelmed with low-priority tasks
Micromanagers often get bogged down with tasks that should be low-priority. This means there’s a good chance they are neglecting more strategic responsibilities in your business operations, hindering productivity.
- Lack of strategic planning
Focusing too much on day-to-day tasks makes micromanagers lose sight of the bigger picture. They fail to engage in strategic planning, which is essential for your company’s long-term success.
- Information control
Micromanagers control information tightly, keeping important details private from their team. They may also insist on being the point of contact for projects, limiting the interactions and missing collaboration opportunities with the team.
- Delegation issues
Imagine this: a team member is working on a project, and the manager just takes over. Micromanagers struggle with delegation, often taking on tasks their team members should handle. This can lead to inefficiency in the team and burnout.
- Ignored employee expertise
Micromanagers often ignore the expertise of their team members. They may assign tasks without considering their skills, leading to mismatches between the task requirements and employee capabilities. This disregard for their skills and knowledge can demoralize employees.
- Lack of Collaboration
There is usually a lack of effective collaboration in teams led by micromanagers. The focus on control over teamwork can significantly stifle creativity and innovation.
- Overlooked Employee Well-Being
Micromanagers often overlook their employees' well-being. The stress and pressure they create can lead to burnout and poor mental health. Trinity Solutions revealed that 85% of employees found their morale negatively impacted by micromanagers, which led to 36% of them changing jobs.
Effective Tips To Stop Micromanaging
It’s clear that micromanaging your employees can negatively impact their eagerness to work in your company, so it has to stop!
Here are things you can implement to have a healthier and more productive work environment:
- Hire the right people
When you trust your employees and their abilities, you’ll feel less inclined to micromanage. That’s why it’s crucial to invest in hiring skilled and reliable team members.
- Practice delegating tasks and establishing boundaries
Trust your team members to handle their responsibilities without constant oversight. Instead of hounding them for updates, use remote management tools to track where they are on their tasks.
- Set clear expectations and communicate openly
Always clearly define your project goals and expectations. For instance, schedule check-ins via Slack, Google Meet, or Zoom once a week to learn about a project’s progress.
While at it, you should also encourage your employees to share their expertise and valuable insights. Bouncing off ideas during internal meetings is an excellent way to promote a sense of teamwork.
- Let go of perfectionism and document your progress
Accept that mistakes are part of the learning process. Turn every mistake into a learning opportunity instead of focusing on them. Encourage your team to document their progress and dedicate yourself to improvement rather than perfection.
- Focus on results
Shift your focus from minute details to overall results. This will help you concentrate on what truly matters and give your team more autonomy.
- Give credit where credit is due
As a business owner, acknowledging and valuing the efforts and achievements of your team members is paramount. Employee recognition is not just a formality—it's an ongoing practice that fuels motivation and performance.
A study by Great Place To Work highlights the power of simple gestures, such as a genuine thank you, in inspiring employees to surpass expectations. This just shows that a culture of appreciation can benefit businesses greatly.
- Ask employees how they prefer to be managed
Understanding how your employees work, what they need, and their preferences can help you adjust your approach and reduce chances of micromanagement. With their feedback, you can make necessary adjustments and improve your leadership skills.
- Develop your confidence as a leader
Empower your leadership journey by honing your skills and recognizing your strengths. When you exude confidence, you naturally foster trust in your team, creating a harmonious and productive work culture.
Attract Top Filipino Talent with a Positive Workplace Culture
Companies that prioritize employee well-being, collaboration, and growth opportunities create environments where employees thrive and contribute their best work.
Need help hiring high-impact talent and developing a collaborative work culture? Consider partnering with MultiplyMii.
As a trusted remote staffing company with a decade of experience and a record of satisfied clients, we specialize in connecting businesses with specialized Filipino talent.
Let’s discuss how we can help you build a solid and capable team for success.
