6 signs of micro management
Your leadership style has a huge impact on the culture, process and productivity of your teams. It affects the atmosphere, relationships and motivation of each individual, especially if you're a pure micro-manager.
But where's the line between leader and manager? How do you distinguish between attention to detail and the need to control everything?
Did you know that over three-quarters of all employees have experienced micro-management? Yet the managers concerned are often unaware of this fact. They are unaware that this behavior regularly leads to resignations.
What is micromanagement and what are the signs of it in the company?
Micro management on the contrary for the leader : Definition
Simply put, micro-management refers to a style in which the superior examines every detail of an employee's work. Of course, thorough checking is not in itself a bad thing. These people start with good intentions and are generally perfectionists.
However, this quest for perfection leads to a desire to control everything. This blocks the empowerment of teams. What's more, having someone constantly watching creates unnecessary stress for employees.
It's a global attitude of a manager who constantly controls the actions of his employees. He exerts constant pressure and creates, voluntarily or not, tense situations.
This behavior is often observed among middle managers. Caught between the demands of their superiors and the pressure of their teams, they lose their footing. They then take refuge in behaviors that are oppressive for all concerned.
Observation of the professional world shows that many managers excel in management. But once propelled to the top, they unfortunately adopt various forms of micromanagement.
6 signs of micro management
Often, this behavior becomes so ingrained that the person doesn't even realize it. As for employees, they are generally too shy to dare report it.
Wondering what your management style is? Here are 6 signs of micro-management. Perhaps you recognize yourself in one of them? I'll also tell you how to gradually break these habits.
#1. Inability to delegate tasks
The micro-manager finds it hard to trust others, often because of doubts about their skills. As a result, they find themselves doing the work of their teams.
In the short term, this way of working seems harmless. But over time, the workload increases and overall performance declines. The best talent ends up leaving the company or ceasing all initiative.
Many companies suffer from delegation problems among their managers. Yet very few offer training on this crucial subject. Delegation can be learned like any other leadership skill.
It takes time to master this art. Thanks to digital tools, you can delegate at the click of a button. But knowing how to let go of control is a skill that must be acquired gradually.
How to delegate effectively
To delegate well, entrust a complete mission, not just a few elements. Give the whole task. It's hard at first, but it's an essential step in becoming a true leader.
#2. The tendency to control microtasks
Micromanagers constantly feel the need to send messages to check on work progress.
Of course, it's natural to check in after delegating. But there are limits. By controlling every detail, the manager ends up holding back the achievement of objectives and the success of his team.
How can a leader avoid controlling everything?
There are more efficient ways of tracking project progress. They give a global view without the need for constant emails or hourly visits.
Among these techniques, the PPP (Planning, Progress, Problems) process includes clear, concise weekly reports.
#3. The leader has no tendency to dictate instructions
Unlike the leader, the micro-manager often has a fixed idea of the “right” way to do things. And sometimes with good reason.
However, receiving ultra-detailed instructions is not a pleasant experience for teams. Not to mention the time wasted writing out those pages of instructions. Micro-management not only reduces productivity, it also affects morale.
What's the solution?
You can't change a behavior you're not aware of. Introspection is therefore essential. Test your leadership style. If the results show a tendency towards micro-management, it's time to change some habits.
#4. Report mania
This habit stems from a need to control everything and an obsession with detail. Typical of the micro-manager, this behavior affects many executives. They demand excessive reporting, often unnecessarily.
As long as the team remains small, the manager can keep track of all the projects. But when the company grows, the amount of data quickly becomes unmanageable.
What to do in these cases?
To keep an overview without getting bogged down in reports, true leaders opt for collaborative management tools. These solutions make it easy to visualize all information. The process then becomes more user-friendly and less restrictive for all concerned.
#5. Obsession with detail
The micro-manager usually gets lost in the minutiae of detail. In doing so, they forget their strategic objectives. And yet, in a position of leadership, it's vital to keep the big picture in mind.
Did you know that 9 out of 10 executives say their decisions would have been better served with more relevant information? Focus on the essentials and let your team manage the details.
What's the solution for a leader?
Above all, accept that mistakes can happen along the way. But don't let this distract you from your strategic objectives. Discuss desired results to involve and empower your team. This will create a sense of belonging and cohesion.
#6. Discouraging initiative is not good for the leader
The micro-manager has difficulty accepting personal initiative. This attitude demotivates the team and reduces overall productivity. Lack of delegation and autonomy scares off your best talent or, at best, diminishes their effectiveness.
How do you motivate your employees?
If you're recruiting someone for a job, give them the autonomy they need to succeed. More than ever, employees need trust and encouragement. Let go and rely on your colleagues to become a true leader.
Do you recognize yourself in these behaviors? If so, you certainly tend towards micro-management. It shows your sincere commitment to your team's success. But despite these good intentions, your staff may suffer from this style.
You can gently modify your habits. Direct your energy towards supporting and guiding projects. The less you dwell on every detail, the better off your team will be.
Co-founder of Smart Impact.Passionate about the web from the outset, he launched his first project in 2006: an online music magazine that is still running today. With almost 20 years' experience in SEO, a federal diploma in marketing and a solid geek culture, he and his team transform customers' (sometimes vague) ideas into concrete digital projects.