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Micromanagement is a management style characterized by behaviors such as an excessive focus on observing and controlling subordinates and an obsession with details.
Micromanagement generally has a negative connotation, suggesting a lack of freedom and trust in the workplace, and an excessive focus on details "Micromanage", via Merriam-Webster's Online Dictionary. at the expense of the "big picture" and larger goals.
It is common for micromanagers, especially those who exhibit Narcissism tendencies and/or micromanage deliberately and for Strategy reasons, to delegate work to subordinates and then micromanage those subordinates' performance, enabling the micromanagers in question to both Plagiarism for positive results and Fall guy for negative results to their subordinates. These micromanagers thereby delegate accountability for failure but not the authority to take alternative actions that would have led to success or at least to the mitigation of that failure.
The most extreme cases of micromanagement constitute a management pathology closely related to workplace bullying and narcissistic behavior. Micromanagement resembles addiction in that although most micromanagers are behaviorally dependent on control over others, both as a lifestyle and as a means of maintaining that lifestyle, many of them fail to recognize and acknowledge their dependence even when everyone around them observes it.
Although micromanagers may have good intentions, micromanaging most often arises due to a lack of trust and respect. Some common reasons why people micromanage include:
Micromanagement can also stem from such dynamics as a breakdown in the fundamentals of delegation and lack of trust. When a task or project is delegated in an unclear way, or where a lack of confidence exists between the manager and the person doing the work, both common characteristics of too little management, micromanagement, however, may instead ensue. Preventatives include clear delegation, a well defined goal, and a firm grasp of constraints and .
Stress and Anxiety
When employees are constantly monitored and controlled, it creates a high-stress environment. The fear of making mistakes and the pressure to meet unrealistic expectations can lead to anxiety. This stress can spill over into personal life, affecting overall well-being.
Loss of Confidence
Micromanagement sends a message that the manager does not trust the employee’s abilities. This lack of trust can erode self-confidence and make employees doubt their skills and judgment. Over time, this can lead to a decrease in job satisfaction and motivation.
Burnout
The constant pressure and lack of autonomy can lead to burnout. Employees may feel exhausted, both physically and emotionally, and lose interest in their work. Burnout can result in decreased productivity and increased absenteeism.
It is said that micromanagers may believe that they are ensuring high standards, though the opposite is often true. Constant oversight can slow down processes, as employees wait for approvals and second-guess their decisions. This can lead to missed deadlines and reduced efficiency. A culture of micromanagement can permeate an organization, affecting morale and engagement. Employees may feel demotivated and disengaged, leading to higher turnover rates and difficulty attracting top talent.
As a consequence of incidents such as this, McNamara's designation of aircraft 'times-over-targets' TOTs (which contributed to their downing),See for a prime example of micromanagement consequences. and the White House selection of targets during Operation Rolling Thunder, the U.S. military would attempt to resist civilian micromanagement in future operations.
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