In order to explain what micromanagement is, it is best to visualize a person with a dominant profile and difficulties in delegating, excessively focused on details, without perspective and strategic vision. In many cases, the micromanager is an overly meticulous and directive professional.
The micromanager likes that everything is done according to his considerations, he does not trust the work of his subordinates, and he needs to control at all times what they are doing and how they will manage pending tasks.
Why is micromanagement dangerous?
Micromanagement is dangerous because it creates insecurities and fears among team members. The micromanager does not let the professionals in his charge develop their work capacity. It creates stress in subordinates and limits their creativity.
This excess of zeal in controlling the team’s work has the consequence that workers reduce their performance and, therefore, their productivity. At the same time, the manager’s work is also affected, since he spends more time controlling the work of others, than carrying out his pending tasks.
Ejemples of micromanagement
Micromanagement is characterized by constant dissatisfaction. Bosses who have this profile are never satisfied with the results. They want tasks to be done in their own way, and they want to know at all times where their team members are and what tasks they are doing.
A micromanager asks for constant reports on the status of projects, and can demand that they be copied to him in all emails from his workers, even those dealing with matters of minor relevance.
How to avoid micromanagement
A worker who has to confront a boss of this profile cannot disobey her orders, but he can reduce the level of control with some simple and effective practices, such as the following:
Anticipation and proactivity
When the employee anticipates the orders of his superior, offering detailed reports, he gives him room to avoid control situations while gaining his trust. Sometimes it is as simple as sending an email, commenting on the status of the tasks and those that are pending. Proactive explanation avoids further questioning, but always keep in mind that it must be offered before it is requested.
Offer alternatives
Offering alternatives, such as the ability to do unsupervised work for later review, is another way to anticipate requests from the micromanager. It must be done in an assertive way, so that the superior does not think that the worker is telling him how the work has to be done.
Ask at the slightest doubt
Asking how to do things will always be easier than doing the work again because the superior considers that it is not done as he wanted, which will inevitably entail a later correction.
One of the most effective measures to regain productivity, in a team led by an overly controlling professional, is to make him see what micromanagement is and how it affects the performance and productivity of the team.