Stop Micromanagement: It Destroys your Team

What Causes Micromanagement?

Often the main cause of micromanagement is the lack of leadership skills and trust in employees. In addition, the fear of losing power and position often plays a major role. Such an environment generates contradicting energies and, according to Tuckman’s law, is always on the storm scale, where team building and empowerment have no place.

I see five common habits of a micromanager:

1. A Micromanager thinks he can do a better job at the same time.
2. A Micromanager thinks he can do more at the same time.
3. A Micromanager likes to correct employees.
4. A Micromanager always wants to know who is doing what, where and when.
5. A Micromanager thinks employees don’t know as much as him.

How micromanagement destroys your team: Psychological effects of micromanagement

There are some serious psychological effects to teams which are constantly controlled. Micromanaged people tend to be less productive, because they always feel controlled and corrected. They are constantly being shown that they are not living up to the boss’ expectations.

How to deal with micromanagement?

Managers who have fallen into the micromanaging trap need to realize that they shouldn’t be managing the people, but the system around them. Here are some starting points that can help create a motivating and engaging framework in which employees can do what they’re hired to do: Their jobs.

#1 Build trust within your team to combat micromanagement

Trust is the basis for everything but especially when it comes to trust in your team members. 

#2 Leadership cultural change against micromanagement

We cannot change culture directly, but we can make sure that we behave according to clearer and more common principles that lead to culture change. Through delegation and the distribution of responsibility, people learn that each individual is responsible for success and can and must take responsibility. Conversely, this means that people also have the freedom to decide for themselves, to make mistakes and to learn. If people are to feel responsible, we really have to give them responsibility, with all the consequences that come with it.

#3 Delegation of roles and responsibility to hinder micromanagement

This is one of the most challenging and at the same time fascinating tasks we have, because once this vicious cycle of micromanagement is broken, the productivity and happiness of the workers will increase. 

#4 Proper communication to minimize micromanagement

How to give feedback is one of the most important topics for leaders. Making suggestions right and discussing improvements instead of giving orders.