How to recognize micromanagement

In the workplace, the term “micromanagement” often elicits negative reactions—and for good reason, too. Not only can it be frustrating for employees to feel that every task they do or every decision they make is being second-guessed, but micromanagers can also hamper productivity by focusing on the little things in a project or task. Learn how to recognize micromanagement and how you can avoid doing this harm to your peers and colleagues.

What is micromanagement?

Micromanagement is a management style characterized by excessive control, close supervision, and a relentless focus on the minor details or aspects of an employee’s workday. A micromanager typically involves themselves in every aspect of a project, believing that their involvement shows dedication and attention to detail. However, it undermines an employee’s own autonomy and decision-making—and this resulting tension can disrupt team cohesion and productivity.

Signs of micromanagement

To stay optimistic, one can assume that nobody sets out to purposely lead with a micromanagement style. But in a management setting, a sense of ego and a need for control can lead to signs of micromanagement. Here are some things to recognize:

Frequent check-ins and constant oversight: While regular communication is essential, overcommunication can be disruptive and decrease your focus. If a manager constantly demands updates or progress reports, this excessive monitoring can be a sign of micromanagement. If your manager insists on supervising every step of a project, questions your every decision, or requests constant updates, it’s a clear sign of micromanagement that creates an atmosphere of distrust.
Detailed task instructions: One common micromanagement example is providing overly detailed instructions for tasks that could easily be completed independently. This level of control can be stifling, leaving little room for your creativity and problem-solving skills.
Constant changes in the project: A micromanager may frequently change project directions or instructions, oftentimes making changes for the sake of control rather than for genuine improvements. This not only leaves team members in a state of confusion and frustration, but it can also damage your confidence in your abilities.
Lack of delegation and trust: In a micromanaged environment, the manager hoards tasks and responsibilities, instead of delegating them to employees who could otherwise handle these elements of a project. This arises out of a struggle for a micromanager to trust their team fully. They may recheck your work, second guess your decisions, and micromanage even the smallest tasks. This deprives team members of growth opportunities, making employees hesitant to take risks, experiment, or learn from their failures.
No room for autonomy: Because micromanagers are often terrified of making any perceived mistake, they may want to take matters into their own hands. Therefore, micromanagers often stifle your ability to make decisions on your own.

“In a micromanaged environment, the manager hoards tasks and responsibilities, instead of delegating them to employees who could otherwise handle these elements of a project.”

How to combat micromanagement

Recognizing micromanagement is the first step toward addressing it. If you find yourself experiencing any of the situations above, consider these strategies to work closely with your manager and peers in order to eliminate micromanagement:

Open communication: In an open office, feedback for employees and managers goes both ways and fosters an environment of trust and constructive criticism. If your workplace features this type of culture, initiate a candid conversation with your manager about their management style.
Set boundaries: Establish boundaries with your manager about how much they can interact with your in-progress assignments. Ensure that these boundaries not only reflect your expertise and skill sets but also give you plenty of room to demonstrate your capabilities. Express your desire for more autonomy and responsibility and let them know when their constant oversight becomes counterproductive.
Seek feedback: As you aim to meet deadlines and deliver high-quality work, request occasional check-ins and constructive feedback from your manager on your performance. This can help build trust and demonstrate your commitment to improvement. Make sure that this feedback doesn’t happen so often as to hamper your work, or you’ll end up in the same micromanaged situation again.

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Micromanagement can hinder workplace morale, stifle creativity, and impede productivity. However, understanding and recognizing its signs is crucial for both employees and managers. Find the tools you need for thriving in a successful workplace by setting goals toward inbox zero, reducing stress in your everyday life, or finding a remote job.