Negative consequences and coping strategies of Micro management in business setting

Micromanagement is a typical management panache whereby a senior manager diligently observes and/or controls the work of his/her subordinates or personnel. Micromanagement normally has a negative implication. Micromanagement is a major source of inadequacy and thwarting in most work environments.

Simply stating, micromanaging is a technique of management to control the work of an employee. Managers assess the employees at every stage in a process, from beginning to end instead of simply giving general direction. Such approach of managers has adverse Impact on the efficiency, creativeness, trust, communication, problem-solving, and the company’s ability to accomplish business objectives.  

Signs of micromanagement:

Micro-managers are lacking some personal leadership. They tend to resist assigning work, immerse themselves in the work assigned to others, look at the detail instead of the big picture, and disappoint others from making decisions, get involved in the work of others without consulting them, monitor what’s least important and expect regular reports on miscellany. They do not give importance of the experience and knowledge of colleagues, loose loyalty and commitment, concentrate on the wrong priorities and have de-motivated team. Micro managers are fearful that somebody will take their credit.

Employees leave company due to poor leadership or shrewd bosses. It is a fact that if management is flawed, that company will suffer from serious issues. The impact of micromanagement can be catastrophic for culture of any organization. If there is micromanager in any company, personnel soon realize that their voice will not be heard therefore they avoid giving suggestions to senior managers. Eventually, employees will become disappointed and finally quit the job.

Micro-managers are not good leaders to run business and their image is bad news among employees. They discourage staff, throttle opportunity and modernization, and in turn employees give poor performance. Main causes of developing micro mangers are Fear of becoming disengaged, failure.

Coping With Micromanagers:

In order to manage a micromanager, it is good to develop trust. Personnel must comprehend their style of decision making. Employees who are working with micromanagers must listen what their managers say. If personnel can reiterate what they have said, it alleviates potential misinterpretations. Employees must communicate them effectively. They must set up meetings, calls, reports, or status updates and converse priorities and deadlines. Smooth communication helps reassure their manager that projects will be handled successfully.

It is quite common that person who handles the project feels ownership especially in case of micromanagers.  In order to cope up with micromanagement culture, it is better to ask for their opinion on items during project, and ask them to help in making decisions. Excellent way to build healthy relations with micromanagers is to reward them for their good behaviour.

Business profession argues that micromanagement can be beneficial in certain short-term situations, such as offering training to new employees, snowballing productivity of underachieving employees, and controlling high-risk issues. But long-term micromanagement can be inflated as it has negative impacts like low employee morale, high staff turnover, reduction of productivity and incessant dissatisfaction.

Wrapping the elements of micromanagement, it is appraised that managers commonly micromanage because they carry job insecurity.  They have a feeling that they must control the subordinate and give step by step guidance and supervision in order to finish the project. Employees who work for micromanagers are stressful, miserable and develop numerous health issues. Micromanagement has dangerous upshot for business growth as it hampers creativity, motivation and performance of workforce.