Etienne’s original statement was the more precise one. When you take over a project and begin to micromanage, you are only serving yourself. Studies have shown that micromanaging is counterproductive. It decimates team morale by breeding a culture of distrust. It also leads to team members creating roadblocks for fear of making a wrong move. Sometimes, though, we aren’t aware that we’ve gone down the prickly path of micromanagement. Anxiety, stress, fatigue, and other emotions can cloud our better leadership judgement. It helps to take a step back and look for the telltale signs that you have become a micromanager.
Signs that you’re a micromanager
There are many ways that you can micromanage someone without realizing it, but here are some of the more obvious signs that you need to take a few steps back:
You ask for materials repeatedly prior to a project’s deadlineYou take team members off of certain tasks for fear they won’t complete themYou jump on calls that you don’t need to be onYou send email replies before your team can reply
If you recognize any of these work moves, you might be a micromanager. But help is just a few short breaths away. Mindfulness can help you sort and sift through habits that might be getting in the way of your team’s productivity.
Explore (and break free from) your micromanaging habit in 5 steps
The upside to letting go (a little bit): Empowering your team
Micromanaging brings with it a slew of negativity. A lack of team morale, the inability to learn new things or think creatively, lack of trust and team respect, crushing problem solving skills, and a high employee turnover rate are some of the main reasons why micromanaging is a bad leadership strategy. On the flip side, learning to let go results in boosted team morale, increased creative flow, stronger trust and camaraderie between team members, a less stressful or toxic environment, and a broader sense of purpose. While letting go of projects and trusting your team might be anxiety-provoking, being mindful of your management style can prevent good team members from turning and running in the opposite direction.
