Signs that show you’re a Micromanager

In essence, a micromanager is a manager who closely oversees or controls the work of subordinates or employees, typically carrying a negative connotation. Many individuals who have encountered such management describe it as a frustrating, demoralizing, and demotivating experience. However, some managers find themselves unintentionally falling into this pattern. If you suspect you might be a micromanager, it's crucial to evaluate your behaviors, thoughts, and attitudes and consider making a shift for the benefit of both yourself and your team.

 

Here's a checklist to help you determine if you exhibit micromanaging tendencies:

1. You resist delegating work.


2. You excessively involve yourself in tasks assigned to others.


3. You focus on details rather than the big picture and take pride in making corrections.


4. You discourage others from making decisions.


5. You monitor less critical aspects and expect regular reports on minor details.


6. You disregard the experience and knowledge of your colleagues.


7. You experience a loss of loyalty and commitment from your team.


8. You consistently need to know the whereabouts of all team members.


9. You prioritize the wrong tasks.


10. Your team lacks motivation.


11. You request frequent updates and insist on being cc'd on all correspondence.


12. You are never satisfied with deliverables and feel frustrated because you would have approached the task differently.

If you discover that you exhibit micromanaging tendencies, understanding the root cause is essential, often linked to issues of trust and a heightened sense of responsibility. To modify this attitude, consider the following tips:

1. Share your intent to change your management style with a mentor or close friend and seek ongoing feedback.


2. Start delegating small tasks without providing overly detailed instructions.


3. Listen to employees' challenges or insights while aligning them with the company's objectives.


4. Foster more personal relationships with your team, building trust in their capabilities.

Changing habits is a challenge, but acknowledging the need for change is the first step in the right direction. These simple steps, coupled with creativity, such as holding walking meetings, sharing snacks, and encouraging breaks, can significantly improve the working dynamic for both you and your team. Good luck; positive change is within reach!

                                                      
The Business Lobby Team