Micromanager

It is no surprise that nobody likes to be under supervision at all times, let alone having someone who is always hovering around like a vulture looking for any small mistake.

Are you one of those control freaks who cannot let go of the reins no matter what and see delegation as a sin committed by leaders?

If yes, then here are some harsh realities for you:

A) Your team probably does not like the way you manage and

B) The productivity of your team is at a low level

Micromanagement, as the qualities mentioned above, is a silent destroyer of a team’s morale and productivity. It may seem very harmless and effective at first, but in the long run, it comes to haunt whoever practices it.

Why Should You Avoid Micromanaging?

Micromanagement is about leading individuals and not the team, and this leads to a lot of problems when it comes to matters about the team.

Here are some reasons why micromanagement is not a pretty thing and why you should probably not pursue it:

  • Your Colleagues Are Not Puppets

If you think that you need to control all of your team members, you need to rethink your leadership strategy. Your team members are not puppets that need constant tugging and pushing.

They are experienced and mature professionals who know their jobs pretty well. Do not make them feel like incompetent puppets or they will be start uploading resumes on job portals.

  • There is a Lack of Co Ordination in the Team

Micromanaging each and every member of your team leaves no scope for mutual coordination and understanding among the members. Micromanaging also makes the members lose their sense of freedom and in turn lowers their job satisfaction. This will lead to very poor team morale and a team that does not gel well, cannot work well.

  • Less Productivity Due to Being the Sole Decision Maker

If you are thinking that making everyone answerable to you only will increase the success of your team, then you are wrong. This will instead make the team less effective and productivity will go down.

When you are the only one making the decision right from the start to the finish, then it becomes quite ineffective and a whole lot of time is wasted in checking up on everyone.

  • A Chaotic Work Culture Built on Mistrust

When you micromanage each and every one, you leave little room for innovation, diversity, and trust. Nobody is going to trust you or each other in the team. The team will be a chaotic one where everyone will want to work individually without any real team work.

How to start being a real leader and stop micromanaging?

  • Understand It’s Called a Team For Obvious Reasons

You are the leader of a team and not individuals. A team is supposed to be cohesive and coordinate with each other freely. You need to manage the team in such a way that at any point all the members are included in any decision-making process.

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This will help the team to understand that they are a vital part of the team rather being just members. Whenever you feel that you are micromanaging, just step back and think that it is not your own work that you have to think of but also the work of the team members. Do not treat them as individuals but as a team.

  • Be Open to Feedback

If you want to be a leader instead of someone who pulls the strings, you need to listen to your team’s feedback. Showing that you are listening to feedback shows that you care about your team’s ideas and place importance on their opinions.

You can directly ask the team members if they feel that they are being micromanaged or are being biased in the handling of team matters.

  • Learn to Delegate Responsibilities

The problem that newly promoted managers feel is a heavy burden of maintaining the quality of work they did before. But they fail to understand that it is no longer an individual job and they should be focusing on teamwork.

You cannot micromanage each  person to reach the same quality level or even do it all by yourself. You need to delegate responsibilities so that the team can shoulder some of the responsibilities too. This will help the team members to see that you have faith in them.

  • Do Not Hover Like a Bee to a Flower

Do not be a leader who is always at the back of the employees; finding faults and giving constant suggestions. They are seasoned professionals and know their job. You do not have to manage each of their steps. You just need to manage the results and not the steps that provide the results. It is advisable to stay away from their cubicles if possible.

  • Build Trust from the Start

The most important step to not get into the habit of micromanagement is trust. You need to trust your team members and vice versa. If a team is built on trust, then the results will speak for themselves.

Good leaders work with the team while micromanagers work with individuals. If you want to be a respected leader, you need to respect the abilities and skills of your team members too. It will also help you to focus on the bigger goals of the team.

How Can Leaders Stop Being a Micromanager?

If you have ideas that you feel like sharing that might be helpful to readers, share them in the comments section below. Thanks!

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Hasib Ahmed
Hasib is a professional writer working with one of the top job sites in India – naukri.com. He has experience working in the job industry and follows the job market closely; both private and government sectors. He has also published numerous articles that have helped professionals in their career advancement and professional success.
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