The Fast Company blog had this post called, What makes a micromanager?
The only possible positive result that can come from micromanagement is very short term. By micromanaging, we can get a specific thing done right now.
But the longer term damage makes this a poor management approach.
And let’s talk for a minute about WHY we micromanage?
I have heard managers say that they meed to micromanage due to to deficiencies of their team members. “If they’d just do the job the way I want it done, I wouldn’t have to micromanage!”
In reality, micromanagers need to point their finger in another direction. Micromanagement demonstrates the failings of the manager, not the employees. Most of the micromanagers I have worked with have had poor self-esteem and confidence.
The Fast Company post describes a pretty extreme view of micromanagement, but think there are many more moderate micromanagers out there.
Probably some of you reading this…..
Ask your team members or a trusted peer if you micromanage. If they answer yes (or no, unconvincingly), then something needs to change.
And micromanagement is not nearly as fun as empowering others (while holding them accountable).