Micromanagement refers to a supervisory style where a manager gives instructions on each step of a process to assess every little aspect employee performance. Remember “Lumbergh” from the 1999 movie “Office Space?” He was a classic micromanager that drove all employees insane with his obsession with paperwork (notably TPS reports) and his passive-aggressive catch phrases. It’s important to remember there is a difference between being a concerned, intuitive and constructive manager and being a micromanager.
For some managers, micromanagement comes naturally. After all, it can be scary knowing that your performance is contingent upon the actions, successes and failures of all subordinates. New managers who aren’t quite secure in their positions may feel the need to assess each and every step an employee makes. There are several situations where micromanaging can be helpful.
- May be good for new employees because it provides constant corrections and guidance.
- May be essential in cases of poor performance so the precise problem can be assessed.
- Can convey that a manager cares about employees – more so than an absent manager.
- Gives managers full knowledge of every single thing that happens in the workplace.
For the most part, micromanagement is one of the worst things for a place of employment. Early guidance is important, but a good manager knows when to take the training wheels off and let employees shine on their own through professional development opportunities and instilling accountability. Once you know how to communicate clearly, delegate responsibility and motivate performance, you’ll find the need to micromanage disappears.
- Does not motivate any employee.
- Creates resentment from peers.
- Creates resentment from subordinates.
- Displays a lack of trust and confidence.
- Dramatically increases employee turnover.
- Provokes anti-social behavior and spiteful actions.
- Inhibits workers’ capacity for growth and development.
- Harms the corporate culture when rumors spread beyond the office.