At one point or another we have all met one, or know someone who has, it could be in school or in the workplace..of course, we are referring to that of a micro-manager. So, let's discuss why this management style occurs and how it affects results. Below is the textbook definition of micromanage:
mi·cro·man·age
ˈmīkrōmanij/
verb
verb:
- control every part, however small, of (an enterprise or activity).
So, while the definition doesn't necessarily sound like a bad thing, let's discuss further the cause of this management style. At its core micromanagement is driven by one thing, fear. Of course, it is at times hard to trust a group to deliver results, but sometimes it is better to trust and allow space rather than to crowd your team members with a constant questioning of their progress. There are many ways to arrive at a result, and many people have their own flow for doing things. Not everyone uses the same technique to arrive at the same result. The end result is the important factor, that the micro-manager has trouble grasping, sometimes the group they are managing has never disappointed or failed them before, and while they want to motivate their group to produce the desired result, sometimes their overbearing nature produces exactly the opposite effect.
There are many dangers to this management style, the top being a total loss of trust. Once trust is lost for the group you are managing it could cause the loss of productivity. While some employees or team members may start to depend on this management style. When that occurs, they will then be unable to handle tasks themselves without your constant approval and hand holding. This can prohibit creative growth and the freedom for the team members to think on their own, so, therefore, it is not productive especially when it is discouraging to your team's individual skills and talents. Another terrible truth, if you are someone exhibiting micromanaging techniques, you as their manager will become burnt out. It's terribly exhausting constantly looking over one's shoulder, or inquiring about the progress of tasks. In turn, this can cause the micro-manager to hate their own job from the added stress they are creating for themselves. One of the biggest dangers would be the loss of team members or staff. Overall, most people do not respond well to this management style, they lose their passion for the job or project, and eventually quit. This negatively affects everyone involved, especially the company or team as a whole.
If you are currently being micromanaged, or are exhibiting signs that you are a micro-manager, there is still hope, ultimately it all comes down to communication, sometimes less is more. Request to talk to your boss or professor one on one and see if there are other strategies for yielding the desired results (stay open minded). Positive motivation goes a long way and is good for overall morale. Looking at the situation from the other person's point of view can be helpful, in the end, focus on the bigger goal at hand, and not the individual steps that are taken to get there. Everyone works in their own fashion, so try to allow as much freedom as possible to encourage the creative growth of your team members or employees and everyone wins.
