Before we delve into the reasons why micromanagement is bad, we must first ask the question, “what does micromanagement mean?” Put simply, it’s a style of management whereby a manager seeks to control their workers by excessive attention to small detail. A micromanager will often attempt to gain influence and complete control over their workers. Here’s the reasons why this is a bad road to take.
1. Micromanagement ends up in failure…
… And not just abysmal failure, but a failure of The Thick of It proportions. In fact, The Thick of It shows exactly why micromanaging leads to failure. Obsession with minute and sometimes irrelevant details often results in an inability to focus on the bigger picture. Basically, all the big things a micromanager should have focused on go awry and the whole project collapses.
2. Micromanagement is highly inefficient
Micromanagers tend to channel all of their energy into unnecessarily detailed reports on things of an inconsequential nature. Basically, it’s as if office gossip is more important than the output of the work itself. Goals become cloudy, decisions are delayed, information between employees is restricted and the ineffective human resource management often causes the project to lose sight of its main goal.
3. Micromanagement destroys both reward and responsibility
Think you can do one of your subordinate’s jobs better than they can? While this may be true in some cases, it is a potentially dangerous line of thinking. Letting a worker make their own decisions concerning their work is important in that it helps creativity flourish and allows the worker to take control of their lives. No employee needs members of the Party Youth League watching over their every move, and telling them that they’re wrong even if they’re right.
Micromanagers never delegate decision-making to other members of their team, even if another team member is fully capable of, and has the authority to do so. What’s more is that micromanagers tend to take credit of others’ work when done well and deflect blame if the work is done poorly.
4. Micromanagement destroys teamwork and disengages workers
A team that already has a dynamic can be interfered with quite dramatically by micromanagement, and any future teamwork is inhibited. Maliciousness and mistrust come to the fore, and resentment becomes a major factor within the organisation. Workers ultimately become disengaged and stop believing in the worth of their work.
5. Micromanagement could end up expensive …
… And not just because of all the cases of constructive dismissal you may have to handle, but because micromanagement tends to lead to a “brain drain” within a company. Your most valuable workers could end up working with your competitors, and a company with a tendency to micromanage will often end up being badmouthed in non-formal situations, causing you to lose business in the long-term via a bad reputation.
6. Basically, micromanagement is highly narcissistic
Here we come to the crux of the matter: micromanagement is effectively workplace bullying, and can end up with workers being traumatised. Power-hungry control freaks often display emotional insecurity, and will lash their insecurities onto their employees. Furthermore, such behaviour will often make employees feel unable to put their trust in their manager’s abilities. Respect will dwindle, authority is eroded and employees become jaded and fearful under micromanagement.
There’s nothing wrong with being hands-on and detail-orientated when it comes to workforce management. In fact, these can be good traits and show you’re willing to get “stuck in” with your subordinates. However, as with all things in life, such an approach needs balance and a willingness to let others take control every so often. A good manager should not seek to actively disempower their employees.
Originally posted on April 18, 2013 @ 4:09 pm