6 obvious signs of micro management
Your leadership style has a huge impact on the culture, the work process and the productivity of your employees. It can influence general mood, relationship with staff and employee motivation.
But, what is the difference between a leader and a manager? Where is the line between attention to detail and wanting to be in control?
A large number of employers practice micro management. More than ¾ of employees say they have had at least one micro-management experience during their career. Yet leaders are rarely aware of their behavior. And very often, they are unaware that this one is the source of many resignations.
What is micro management and what are the signs that allow it to be detected within the company?
Micro management: Definition
Literally, micro-management is a style of leadership in which the superior observes the work of an employee with a magnifying glass. Of course, carefully controlling the rendering of a job is not in itself a bad thing. People who have this type of behavior start from a good intention. They are usually perfectionist in nature and have a hard time accepting mistakes.
But the pursuit of perfection also pushes them to want to control everything. This slows down the empowerment of actors. On the other hand, having someone constantly watching over their shoulders causes additional stress for employees.
This is a general attitude of a manager towards his employees, who constantly monitor their actions and actions, exert ever greater pressure on their shoulders, voluntarily or not creating situations of tension. .
This behavior is particularly seen by middle managers, who, stuck between the strong demands of their superiors and the pressure of their teams, gradually lose their knowledge of situations and take refuge in oppressive behavior for others, but also for themselves. .
Observation of the corporate world shows that many executives are excellent managers. But once in a leadership position, they tend to apply some form of micromanagement.
6 obvious signs of micro management
Often the behavior is so ingrained in habits that the person is oblivious to it. As for the employees, they are generally too shy to comment on the subject.
If you're wondering what your team management style is, here are 6 obvious signs of micro management. Perhaps you will recognize yourself in one of these behaviors? In this article, we also explain how to gradually get rid of these bad habits.
# 1. Inability to delegate tasks
The micro manager finds it difficult to rely on others, often because he doubts the capabilities of his staff. This is why he finds himself doing the work of its employees.
In the short term, this way of working is harmless, but over time the workload increases and overall performance suffers. As a result, the best employees leave the company or stop taking initiative because they feel suffocated by the manager.
Many companies suffer from delegation problems from their executives, but very few of them offer training on the subject. Yet delegation, like any other leadership skill, is learned.
It takes time and practice to master it. Using software or applications, it is possible to delegate tasks to an employee, with a single click. But knowing how to let go of control is a skill that you learn little by little.
How to delegate effectively?
Learning to delegate requires assigning an entire mission, not just small parts, but the entire task. It may be difficult at first, but it is a major step in learning leadership.
# 2. The tendency to control microtasks
Micro managers feel the constant urge to send messages to monitor staff progress.
Of course, it is quite natural to ask for news after delegating a task to someone. But he there must be limits. By controlling even in the microtasks, the company manager ends up delaying the achievement of a goal and slows down the success of his team.
How to avoid controlling everything?
There are more efficient methods of monitoring the progress of a project. These methods allow you to have a global picture of the work done, without constantly sending emails or going through an employee's desk every hour.
One of these nifty methods is the PPP (Planning, Progress, Problems) process, which includes weekly progress reports.
# 3. The tendency to dictate instructions
The micro manager often has a precise idea of the “right way” to carry out a task. And sometimes with good reason.
However, receiving up-to-the-minute instructions is often resented by employees. Not to mention all the time it takes to write several pages of instructions. Micro-management not only reduces productivity, it can affect staff morale.
What is the solution ?
It is difficult, if not impossible, to change behavior that you are not aware of. This is why it is important to do an introspection. For this you can test your leadership style. If the results show that you tend to micro-manage, it might be time to change some habits.
# 4. Mania for relationships
This habit is linked to wanting to control everything and to an obsession with detail. Characteristic of the micro manager, it is a behavior that is common to many business leaders. The latter can demand excessive reporting from company stakeholders, sometimes unnecessarily.
As long as the team is small enough, the manager often has time to work on all projects. But, when the company expands and the number of employees increases, the amount of data to be processed is too large.
What to do in these cases?
To get an idea of all the projects without being overwhelmed by progress reports, leaders generally opt for management software. These allow you to view all the information in a collaborative way. The work process is more user-friendly and less restrictive for all employees.
# 5. Obsession with detail
The micro manager often gets lost in tiny details. By doing so, he loses sight of the strategic objectives. However, when you are in a leadership position, it is important to keep the overall objectives in mind. But how do you focus on what is most important when you get lost in the tiny details?
9 out of 10 executives say their decisions would have best results, if they had been better informed. Focus on the essentials and let your team take care of all the details.
What is the solution ?
Above all, it is essential to recognize that mistakes can happen along the way. But that shouldn't stop you from striving for strategic goals. Discussing the results you want is one way to engage and empower your team. By doing so, you will create a feeling of belonging and cohesion among the staff.
# 6. Discouraging initiatives
The micro manager generally has great difficulty in accepting initiatives. This type of reaction has the consequence of demotivating staff and reducing overall productivity. Lack of delegation and autonomy can at worst lose your best people and at best reduce their productivity.
How to motivate your employees?
If you are hiring someone to do a job, give them the autonomy to complete that assignment. More than ever, employees crave trust and encouragement from their supervisor. Agree to let go of control and rely on your people.
If you recognize yourself in these behaviors, you certainly tend to micro-management. This shows, of course, that you are really involved in the success of your team. But beyond good intentions, staff can suffer from this work environment.
So you can try to subtly change your habits. Channel your energy to support and general direction of the project. The less time you spend on every detail, the better off your team will be.