How to overcome micromanagement as a manager

Bad habits die hard. Changing bad habits for managers and supervisors, however, isn’t impossible. It can be done.

One bad habit is micromanagement. This happens when an authority figure controls every aspect of an activity or task at work. Anyone can be guilty of it, but when managers micromanage, it negatively impacts the workplace.

There is automatically a loss of trust because workers will only see you as a despot or tyrant who controls everything to an extreme degree. When trust is gone, there is a loss of productivity, and the performance of employees can dip. 

Micromanaged employees will lose the confidence to do tasks independently and instead rely intensely on their manager. Because of micromanagement, your team will constantly need your guidance. This will take a toll on your energy and schedule.

READ MORE | Managing the micromanager: what to do?

A study by Accountemps revealed that as many as 59%, or 3 in 5 people, have been micromanaged by a boss at some point in their career. 

Of those who reported being micromanaged, about 68% said it decreased their morale, and 55% said it hurt their workplace productivity. 

Meanwhile, another report by Trinity Solutions showed that 69% of those who were micromanaged considered changing jobs, while 36% changed their careers.

Micromanagement has such a detrimental impact on organisations that Harvard Business School professor Teresa Amabile and psychologist Steven Kramer conducted a collaborative study, revealing that it “stifles creativity and productivity in the long run.”

How to overcome micromanagement as a manager

If you began reading this article thinking you might be a micromanaging boss, you likely already have an inkling of the answer. If you've recognised that you tend to micromanage, don't despair. While breaking the habit of micromanagement can be challenging, with proper guidance, it is certainly achievable.

“If you're a micromanager, set goals at the beginning and have periodic check-ins to determine progress. A leader who micromanages has trust and control issues,” says Dr. Venessa Marie Perry of Health Resource Solutions. “To help manage that, hold weekly meetings to discuss progress to minimise the anxiety you feel from not having control.”

1) Release the grip on perfectionism

It's crucial to confront the reality: perfection is an elusive ideal. Once you embrace this truth, letting go of micromanagement becomes significantly more attainable. Multiple methods exist for accomplishing tasks or projects, so instead of dictating every detail in pursuit of your version of perfection, encourage your team to explore fresh approaches and experiment with innovative ideas. You may be pleasantly surprised by the results.

2) Master the art of delegation

Effective management involves recognising your team members' strengths and delegating tasks accordingly. The inability to trust can lead to micromanagement tendencies. At the outset, you might stumble, but remember that practice is the crucible of learning and the foundation of knowledge. 

READ MORE | Red flags of a toxic hybrid workplace

3) Embrace the lessons of failure

Though it may appear daunting, the world doesn't halt when things deviate from the plan. Failure is a stepping stone to success and a valuable teacher. Instead of fearing it, embrace it. Rather than blaming or criticising your team over setbacks, encourage them to view failure as an opportunity for growth. 

4) Clarify your role and responsibilities

As a manager, your position carries specific duties. Rather than micromanaging every facet of your team's work because you believe only you can achieve particular tasks successfully, provide them with the opportunity to demonstrate their skills. Concentrate on managerial activities unique to your role, such as setting clear objectives, defining benchmarks, and assessing performance. 

5) Foster open communication and feedback

To establish rapport with your team, initiate discussions about your management style. Solicit input from each team member and inquire about their preferences regarding management. Some may favour your current micromanagement approach, while others desire greater autonomy. Comprehend your team's needs and adapt accordingly.

Micromanagers often have positive intentions regarding their employees and the overall work. However, the issue lies in how their actions can negatively affect team performance, productivity, and even the well-being of individuals. This is why it's imperative for adjustments to be made in a micromanagement setting.