The pros and cons of micromanagement

Micromanagers are found in just about every team environment. Whether their intentions are for better or worse, a micromanager is often involved in every task or project and runs through every step with a fine-tooth comb.

Sometimes a micromanager brings out the best in an employee as their close guidance and high expectations motivate them to perform well. However, a micromanager can also impact creativity and staff output as their need to take control may influence job satisfaction. 

Micromanagement may grind the gears of some employees, but is it truly as bad as many think it is? Let’s look at the pros and cons of micromanagement to find out.

What is micromanagement?

• Micromanagement is a leadership style where the manager has excessive control over employees, their work and their decision-making
• Often there is high attention to detail, especially minor details
• Reasons for micromanaging may include pressure from senior management to perform, or an inability to not be in control of a situation
• Negative outcomes of micromanagement include low morale and high employee turnover

Pros of micromanagement

Set and support high standards

The greatest trait of a micromanager is their desire to perform at a high standard. They need to deliver quality outcomes personally and want others around them to do the same. As a result, employees under a micromanager have high standards to work towards.

But with a manager who’s right by their side providing regular feedback, employees striving to achieve high standards are well supported. They can ask questions, receive open and honest answers and access mentorship. If there are obstacles, employees and managers can overcome them together, a benefit for new employees.

Mistakes are spotted early on

It can be incredibly beneficial when a micromanager spots mistakes early on. They can look for solutions to prevent recurring mistakes while providing a quick fix if the employee doesn’t have the relevant experience yet. 

Under the guidance of a positive-minded micromanager, employees can rest easy knowing they have room to make mistakes and learn the best way to do things as time goes on; Someone by their side to ensure no bad outcomes occur, only accurate and safe ones. 

Teams are well disciplined

When there’s a micromanager in charge, the team working under them will be well disciplined. Clear performance expectations, regular supervision and honest feedback leave little room for error. Employees are also accountable for their actions as a micromanager is never afraid to place the blame where they believe it belongs). 

Cons of micromanagement 

A focus on the wrong details

Micromanagers are typically highly detail-oriented. In most cases, that’s a bonus. But a focus on the wrong details can lead to poor outcomes. Some managers are often too concerned with employees taking too many breaks, talking too much at work or not including them in emails, tasks or events. They need to control everything even when teams perform to a high standard.

As a result, employees need to seek approval for everything they do, slowing down processes and impacting morale.

Tasks are not delegated

If a micromanager believes their team is not performing well, they may take it upon themselves to complete tasks rather than delegate. Some managers also avoid delegating because the task was handed to them directly by management and they perceive others as incapable. 

With an inability to delegate and a tendency to say yes to senior management, the manager puts themself under additional pressure. Stress levels increase and employees receive the brunt of negativity. It creates a toxic work environment where no one feels comfortable. 

High employee turnover

Employees appreciate guidance and support, not the intense control of a micromanager failing to give breathing space. And when an employee feels disengaged, restricted or burnt out due to work burden, you will lose them. If a team’s output remains high, the blame may go towards employees who seem dissatisfied with your work environment. 

However, if you notice employees working under a specific manager frequently leave, consider approaching the manager to discuss their management style.

Are micromanagers a good choice?

Micromanagement is not a bad leadership style; it’s the way the individual approaches it which defines it. A positive approach where a manager wants to elevate their staff will bring out the best in everyone. A negative approach where a manager has to control every task and action will result in high employee turnover.

If you do have a micromanager in your business – or perhaps some of these traits match your own leadership style – look at the big picture. Is there a team environment where staff can approach their manager on a personal and professional level, or is there conflict and poor staff retention? If you see a negative work environment, perhaps it’s time to reevaluate the management style.