3 Reasons Why There's Nobody Worse Than A 'Mircomanager'

Micromangers are the helicopter parents of the workplace. Here's why working with them can be so soul-sucking.

By Mark Travers, Ph.D. | August 14, 2024

"I am in my first job at a small consulting firm. My boss micromanages (i.e., changing entire drafts of reports and even small decisions like fonts and colors)," an anonymous employeewrote to the New York Times for advice.

"I was assigned to lead two contracts, but he regularly makes unreasonable demands, sets unrealistic deadlines and doesn't allow me any autonomy. Making matters worse, he has extremely high expectations, and when you don't meet them, his response is anger and shouting. His behavior is well known but not discussed at the company."

Micromanagement is a typically negatively perceived management style linked to overly controlling managers. It involves excessive oversight and involvement in employees' work details, dictating how tasks should be performed, which often harms employee autonomy and productivity.

However, micromanagement is subjective because perceptions vary based on individual experiences and expectations. What one person sees as supportive oversight, another may view as intrusive control.

For example, a manager who frequently checks in on a project may believe they are providing support, while the employee may feel suffocated and micromanaged.

Whether intentional or not, micromanagement can feel disempowering and frustrating. Here are three reasons why micromanagement is often more harmful than beneficial.

1. Micromanagement Erodes Autonomy And Morale

Micromanagement signals a lack of trust in employees' abilities. It conveys a message of "I can't trust you to do it right on your own," which can demoralize workers. Many managers mistakenly believe that micromanagement will lead to better results, but it often has the opposite effect.

The constant oversight intended to ensure quality control and minimize mistakes can instead undermine employee autonomy, creativity and motivation. The loss of autonomy from micromanagement can lead to frustration, resentment, lower morale and increased errors, which not only reduces productivity but also results in high turnover.

Organizations that constantly control and closely monitor their employees tend to have unhappy and less productive workers. In contrast, workplaces that allow employees more freedom and independence see higher job satisfaction and better overall performance.

Moreover, studies show that when employees have higher autonomy, they have better mental health, are happier and more committed to their organization.

2. Micromanagement Is Time-Consuming And Results In Burnout

Managers who micromanage often spend excessive time demonstrating tasks to employees, which detracts from time that could be spent on actual productive work. This can hinder the efficiency of both the manager and the employees. Micromanagement often leads to significant expense of time in several ways:

• Excessive oversight. Constant monitoring and checking of employees' work can divert time from productive tasks to unnecessary supervision.
• Inefficient processes. Micromanagers may impose rigid procedures that slow down workflows, causing delays and frustration among team members.
• Reduced initiative. Employees may spend more time seeking approval or clarification rather than taking action, leading to stagnation and inefficiency.

For instance, managers, particularly new ones, who spend excessive time overseeing and correcting every detail, especially when unnecessary, may waste time and hinder productivity. This can be frustrating for experienced and capable employees. Constant scrutiny can create a high-pressure environment, leading to chronic stress resulting in burnout.

Research suggests that micromanagement heightens the risk of burnout for both employees and the managers themselves. Both parties are more likely to work excessive hours, struggle to disconnect at home and experience stress and anxiety.

3. Micromanagement Damages Creativity And Opportunities For Innovation

Micromanagement creates a toxic environment that is detrimental to creativity and the pursuit of new opportunities, limiting organizational growth and adaptability. Here's how it stifles creativity and innovation:

• Control over processes. Micromanagers often dictate how tasks should be completed, leaving little room for employees' autonomy to explore new ideas or methods. This control limits creative thinking and experimentation.
• Fear of failure. When employees are constantly monitored and face excessive demands for approval, they may become risk-averse. This fear of making mistakes can prevent them from proposing innovative solutions or trying new approaches.
• Reduced Collaboration. Micromanagement can create a culture of distrust, discouraging open communication and collaboration among team members. This lack of teamwork hinders sharing of diverse ideas and perspectives that drive innovation.

A Healthier Workplace Requires A Balanced Approach

Effective management requires a balance between oversight and autonomy. Managers should monitor performance without being overly critical, focusing on outcomes rather than processes and allowing employees the freedom to make mistakes and learn from them.

Here's how leaders can offer support without being seen as micromanagers, according to research:

• Timing of help. Effective managers offer help when employees are ready to receive it rather than preemptively. They wait for employees to encounter challenges and seek assistance, ensuring that their help is timely and welcomed.
• Clarifying the role of helper. Managers need to make it clear that their involvement is to support, not to judge or take over. This helps create a psychologically safe environment where employees feel comfortable seeking and receiving help.
• Aligning involvement with needs. The intensity and frequency of managerial involvement should match the employees' needs. Leaders should engage deeply when needed but also provide intermittent support for ongoing issues.

It's important to develop trust in the workplace. Managers should focus on building trust in their employees, allowing for the delegation of tasks, which can foster innovation and broaden employees' skill sets. Employees can build trust with managers with results and quality work to show they are capable of working without excessive oversight.

Even though micromanagement is generally viewed as detrimental, it can be beneficial in specific short-term situations, such as training new employees, managing high-risk tasks or addressing a lack of capable personnel to take charge. Knowing when micromanagement is required is key to unlocking effective leadership and fostering a healthy, stress-free and growth-inducing workplace.

Is your office a psychologically safe space? Take this test to know: Psychological Safety Scale

A similar version of this article can also be found on Forbes.com, here.