# Understanding Micromanagers: Impact, Signs, and Solutions

![Micromanager: A boss or manager who excessively supervises employees.](https://www.investopedia.com/thmb/_6FJWFqPTBslUU5Bsc_7CZrq6tw=/1500x0/filters:no_upscale():max_bytes(150000):strip_icc()/micro-manager.asp-final-4143f64dfcbf4b3281c722ba8cc7cb2d.png)

*— Investopedia / Julie Bang*

## What Is a Micromanager?

A micromanager is someone who excessively supervises employees, focusing on controlling every task detail. This management style, while potentially yielding short-term results, often undermines morale and hampers team productivity in the long run.  

A micromanager might watch an employee's actions closely and provide frequent criticism of the employee’s work and processes—rather than simply telling an employee what task needs to be accomplished and by what date. Being labeled as a "micromanager" typically has negative associations for a person.

### Key Takeaways

*   A micromanager heavily supervises employees, which can hinder morale and create a hostile work environment.  
    
*   Micromanagement is characterized by a focus on minor details, excessive oversight, and a lack of trust in employees' abilities.  
    
*   Identifying as a micromanager is the first step toward adopting a healthier, more effective management style.  
    
*   Effective ways to reform include setting clear success metrics, allowing employees autonomy, and providing guidance only when requested.  
    

## Why Micromanaging Negatively Impacts Workplace Morale

Micromanaging has a negative connotation as employees may feel their manager is condescending, implying a lack of trust in their ability. While this style of leadership may produce results in the long term, micromanagement can hurt employee and company morale over time.

Also, a manager who implements this management style creates an environment where their team develops insecurity and a lack of confidence in its work. In the absence of the manager, the team may find it difficult to function.

Micromanagers often spend too much time supervising employees and focusing on minor details, instead of addressing important tasks. While others can easily spot micromanagement, the micromanager might not see it in themselves.

In contrast to a micromanager, a [macro manager](https://www.investopedia.com/terms/m/macro-manager.asp) is more effective in their management approach. Macro-managing defines broad tasks for direct reports to accomplish and then leaves them alone to do their work. Macro managers have confidence that the team can complete their tasks without being continually supervised and reminded of the processes.

## Identifying Micromanagement: Key Indicators and Behaviors

Signs of micromanagers include but are not limited to:

*   Asking to be added as a carbon copy (CC) on every email.
*   Occupying themselves with the work assigned to others, thereby, taking on more work than they can handle because they believe they can do it better.
*   Looking over the team’s shoulders (both literally and figuratively) to monitor what each member is working on.
*   Constantly asking for updates on where things stand.
*   Wanting to know what each team member is working on all the time.
*   Delegating not only what needs to be done, but how it should be done, leaving no room for the team to take initiative.
*   Never being satisfied with the deliverables.
*   Focusing on details that are not important.

 The list shows that micromanagers struggle with deadlines because they often redo work and waste time on trivial details. Team members grow frustrated as their work is undermined, leaving them no control over their projects. Because team members' skills and development on the job are stunted, the micromanaging style of [leadership](https://www.investopedia.com/terms/l/leadership.asp) is ineffective.

## Strategies to Transform a Micromanagement Style

Micromanagers who recognize their behavior can take steps to change:

*   Set a couple of metrics that define success for any given project. Ignore every other detail that is not defined.
*   Delegate “what” needs to be done and leave out the “how.”
*   Have an open-door policy for members of the team to use for coaching or further guidance if and when they want it.
*   Set a deadline for each stage of an assigned project, after which a meeting with a reasonable time limit should be conducted to receive updates on the work.

## What Does It Mean When Someone Is Micromanaging?

When someone is micromanaging, they attempt to control every part of how a task is done—even very small and trivial aspects of an enterprise. Micromanaging is not a very efficient way to approach a task; and, generally, being labeled as a "micromanager" is a negative connotation. In a corporate setting, a manager or boss who micromanages their employees may attempt to control how their employees make decisions and excessively monitor their progress.

## What Is an Example of Micromanaging?

Micromanaging in a professional setting refers to a leadership style that is overly critical and controlling; micromanagers attempt to influence every aspect of their employees' decision-making and often interfere in their processes, giving the impression that they do not have faith in the competency of others. For example, a micromanager may frequently check in with their employees, including scheduling one-on-one check-in meetings and asking for progress reports at every stage of a project.

## How Can You Deal With Micromanagers?

Excessive oversight by a manager or boss can be challenging, but there are ways to approach working with a micromanager that can improve your work environment. One step you can take is communicating openly. Specifically, this can look like explicitly expressing a desire for more autonomy over your work processes. You might try communicating that you understand their expectations—you may even want to reiterate the timeline of a project, for example—as a way of assuring your boss of your competency.

## The Bottom Line

Micromanaging, characterized by a manager's excessive oversight and detailed control over employees' tasks, can harm workplace morale and productivity. This management style often leads to employee frustration and stunted professional growth. However, managers can overcome these pitfalls by fostering an environment of trust and autonomy.

Clearly define project goals and success metrics, delegate tasks without dictating the methods, and maintain open communication channels for coaching and feedback. By focusing on essential outcomes rather than minutiae, managers can enhance team confidence and efficiency.