Most managers make the mistake of taking control of all operations and personally supervising each task within a team. However, nowadays, this behavior is far from meeting the definition of a good leader.

The difference between a good leader and a micromanager lies in the ability to delegate tasks and trust employees to perform their duties.

Unfortunately, this is a very present reality in the workplace. According to a study by Officevive, 1 in 5 employees believe they do not have the necessary freedom to decide how to carry out their own work.

As a result, micromanagement brings demotivation and an environment of resentment and distrust to teams. At the same time, it negatively affects managers, because it forces them to work longer hours and in a less productive way.

Knowing how to identify the symptoms of micromanagement in an organization is essential to avoid its negative effects and create healthier working methods.

What is Micromanagement?

Micromanagement is a leadership style which is characterized by total and centralized control in the figure of the manager or team leader.

In an environment of micromanagement, the manager is involved in all operational aspects, supervising closely, making decisions without consulting their subordinates and, often, replacing workers in carrying out tasks due to lack of trust.

Micromanagement often results from insecurity of leaders to face responsibilities and adversities, combined with a tendency towards perfectionism and control.

No matter how well-intentioned micromanagement actions may be, it is important to bear in mind that employees need autonomy, purpose and mastery for feel motivated and achieve better results.

The negative consequences of micromanagement

The effects of micromanagement are like a snowball. They begin by influencing the organization's environment, by generating pressure and demands to carry out tasks. In turn, the toxic and unproductive environment harms employee performance.

On the one hand, they feel less happy, because they cannot identify with the project and the organizational climate. And, on the other hand, they feel less creative and motivated to propose new solutions, as leaders are not receptive to different ideas.

This reduces productivity in companies, due to the time spent on reports, alignments or approvals, as well as the lack of initiative from employees.

As a consequence, employee turnover also increases. According to a study by Trinity Solutions, 69% of employees have considered changing companies due to micromanagement.

Finally, micromanagement causes work overload, exhaustion and burnout both in leaders and employees. The former take on, in addition to their work, the chores of their subordinates and the latter feel the pressure to do more and do better.

Top 5 Warning Signs of Micromanagement

Do you want to avoid micromanagement in your organization? Know the main warning signs and learn how to act.

1. Tasks are not well distributed

When tasks are not well distributed, it is a sign that the manager does not trust his employees. This happens because the manager may have doubts about the workers' ability to carry out tasks correctly or meet deadlines.

Some examples of micromanagement, in this case, include the manager assigning the most complex and challenging tasks to the same employees or choosing not to delegate tasks, even when team members are available.

As a consequence, the ineffective distribution of tasks can lead to overwork for some employees and a lack of interest or lack of motivation for others.

2. There is a lack of planning

An organization that does not plan its actions and projects according to targeted and well-defined objectives suffers from uncertainty as to what needs to be done.

This uncertainty can be reflected in a more authoritarian manager, since the lack of organization and planning leaves teams at the mercy of changes, unforeseen events and random decisions by leadership.

3. All tasks are approved by the manager

It is expected that managers are aware of the most relevant processes and information. But when a manager makes a point of reviewing all the work done and being included in all emails exchanged, this supervision becomes exaggerated and counterproductive.

Firstly, because it requires frequent interruptions in employees' workflow so they can ask questions and receive instructions. And then because employees can feel devalued and unmotivated due to the lack of trust.

4. It is necessary to report everything

Another sign of micromanagement is the requirement for constant updates on project progress, even if these updates are not necessary.

The obligation to report all activities and submit detailed reports can hinder employees' focus and productivity. On the other hand, employees may feel stressed due to the constant surveillance by their managers.

5. Employees lack autonomy

Micromanagers may not give employees the autonomy they need to make decisions or solve problems. Without autonomy, employees have few opportunities to learn and grow.

This leadership style highlights the fear that managers have regarding the incompetence of their employees. One of the most direct consequences of this is preventing employees from taking responsibility for their mistakes and, therefore, wanting to take risks.

How to create committed teams?

If you have identified some of these signs in your organization, it is important to take measures to avoid micromanagement and increase employee satisfaction.

Some good practices may include establishing clear guidelines and goals, investing in employee training and development, praising good performance, taking advantage of mistakes to learn lessons and creating a culture of trust and autonomy.

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