Understanding Micromanagement

Definition: Micromanagement involves management behaviors that exceed their expected scope in terms of frequency, level of detail, or both, which ultimately ceases to add value.

Depending on various data, 60-80% of people report feeling micromanaged. A similar percentage think about quitting because of it, and up to 30% actually do leave their jobs due to micromanagement. So why is this problem still so prevalent?

Why is Micromanagement Hard to Pin Down?

Micromanagement is difficult to identify, not in terms of defining it, but in determining whether that definition applies in specific instances. The key factor here is that whether or not you are a micromanager is determined by the person you are managing and how they feel about your management behaviors.

Different individuals have varying needs in the workplace. This means that if you're managing two people in the exact same way, one may perceive you as micromanaging while the other may find you helpful and supportive. For instance, managing a new hire and an industry veteran in the same manner might lead to dissatisfaction from the more experienced professional.

Example of Micromanagement

I was once tasked with revamping a sales pipeline management process. After extensive research and proposing a plan focused on streamlining processes and automating work, my manager questioned many of my suggestions despite initially giving me free rein. This led to me doubting my expertise and feeling distrustful of my work quality.

When these behaviors persist, they damage working relationships and can carry over to future roles, creating baggage that affects new professional dynamics.

How to Identify if You're Micromanaging

It's essential to understand which of your team members feel micromanaged, yet getting honest feedback can be challenging. Many managers regularly give feedback but seldom receive it. Surveys show that only 20% of employers seek employee feedback weekly, while 13% never do.

Even when feedback is given, it's hard to accept negative comments. Managers might ignore, justify their actions, or attribute the problem solely to individual team members.

The Prevalence and Impact of Micromanagement

Micromanagement is like an addiction. Acceptance often requires a significant shock, such as recurrent high turnover rates. Realizing that the issue might be tied to one's own management style can be a difficult, yet necessary step.

In my case, it took years and several team member departures to acknowledge my micromanagement tendencies. This period was costly in terms of productivity, team cohesion, and personal burnout.

Strategies for Addressing Micromanagement

To understand and change micromanagement behaviors:

• Work with professionals to diagnose micromanagement through direct observation and feedback analysis.
• Utilize the provided vocabulary to examine your actions and interpret feedback from your team.

We'll discuss four types of behaviors, five traits, and three responses to look for in order to identify patterns in your management style. The aim is to provide mini realizations that can help you avoid the pitfalls of micromanagement without undergoing severe consequences.

Conclusion

The goal is to help you realize and begin to correct micromanagement behaviors, fostering a more effective and supportive management style.