• Agile & Scrum Basics

Micromanagement: the benefits, drawbacks and impact on your team

Micromanagement is a term that is (too) often loaded negatively. It refers to a management style in which a manager keeps a close eye on team members and directs them down to the smallest of details. While it may seem like micromanagement stems from a desire to exert control and ensure the quality of work, its effects on a team can be both positive and negative. In this blog, we explore the pros and cons of micromanagement and its impact on your team.

What is micromanagement?

It is important to take a moment to consider the question, “What exactly is micromanagement?” Our answer: it involves a manager or team leader controlling and directing every step of the employees’ work. This can manifest itself in constant supervision, detailed instructions and little room for independence. While some managers do this out of a well-intentioned desire to make sure everything goes smoothly, it can also lead to frustration and demotivation among team members.

Benefits of Micromanagement

Higher quality and consistency: Micromanagement can lead to higher quality work in some situations, especially in environments where details are crucial. When a manager monitors closely, errors can be noticed and corrected more quickly.

Quick feedback and coaching: By being constantly involved in the work of team members, a manager can provide immediate feedback. This can be especially helpful for less experienced employees who need guidance to grow in their roles.

Better risk management: In high-stakes projects or when the consequences of errors are significant, micromanagement can help minimize risk. Managers can ensure that each step is carefully executed and potential problems are addressed in a timely manner.

Disadvantages of Micromanagement

Demotivation of team members: One of the biggest drawbacks of micromanagement is that it can demotivate team members. When they feel they are not trusted to do their own work, they can feel frustrated and unappreciated.

Reduced creativity and innovation: Micromanagement leaves little room for autonomy and self-expression. This can lead to a lack of creativity and innovation, as team members feel less free to propose their own ideas and solutions.

Manager overload: Micromanagers can overburden themselves by wanting to control all the details of their team’s work. The result: exhaustion and a lack of focus on strategic tasks, preventing the team as a whole from functioning effectively.

Impact on your Team

The impact of micromanagement on a team can go far. It can affect team dynamics and the way team members work together. Here are some key implications:

Loss of trust: If team members feel constantly monitored and watched, trust in the manager may decrease. This can lead to a negative work culture in which open communication and collaboration are difficult.

High staff turnover: Demotivation and frustration can eventually cause team members to leave the organization. This can result in high staff turnover, which is costly and time-consuming for the organization.

Impact on team productivity: When employees do not feel free to perform their work in their own way, it can lead to lower productivity. They may be less engaged in their tasks, reducing the quality of their work.

Conclusion

Micromanagement can have both advantages and disadvantages, but the negative effects on team members and the overall work environment are often stronger. It is important for managers to strike a balance between supervision and autonomy. An effective leadership style fosters trust, encourages creativity and allows room for team members to grow in their roles. By creating a culture of collaboration and empowerment, organizations can improve the motivation and productivity of their teams and foster a positive work environment.

If, as a manager, you feel you tend to micromanage, it is important to reflect on your approach and consider how you can support your team without unduly controlling them. By building trust and allowing room for autonomy, you can significantly improve your impact on your team. Concrete tips for creating an environment where people are allowed to make mistakes and dare to take initiative:

• Give yourself and the team room for autonomy in one project per quarter;
• Practice giving feedback that leaves room for team input;
• Ask for input on decision-making and involve employees;
• Be open about your own process and share your own experiences;
• Provide space for dialogue and feedback without consequences.