When working on a project, there’s always a boatload of tasks and sub-tasks to be expected. It is usually the employer or manager’s responsibility to ensure that the project proceeds according to plan. In an effort to avoid mistakes and possible problems in the future, it is common for managers to be convinced that everything should be micromanaged. Even the biggest companies have micromanagers. Micromanagement is not rare or specific to certain types of businesses. Nor is it always necessary.

Maybe it’s for the best of the team, or maybe the situation calls for it. But in most cases, micromanagement is viewed as a form of leadership that lacks trust on the employees. Unlike collaboration, micromanagement limits the decision making process to one or few people, thus communication and growth is harder to achieve. Micromanagement also has other negative effects on the employees and the manager, most of which are avoidable.

Difficulty in creating a good working relationship

Any relationship that is not founded in trust is bound to either break down or not develop at all. Employees, too, want to do their job properly and if they’re not given enough trust, it’ll also be harder for them to trust themselves or their boss. Micromanagement also turns the employees into robot-like beings that only do as they are told to without any joy or motivation to do their best work.

Loss of the employees’ sense of responsibility

When they’re constantly being directed on what to do, it’s easier for employees to get away from responsibilities they’re supposed to have. On the other hand, micromanagement also gives the manager the unnecessary stress of having to look into every little detail. Unless the situation calls for it, micromanagement is not a win-win situation.

Hinders growth of the employees

You hired your employees because they have the potential and skills for the job. But in order to be effective in their jobs and develop other skills, employees also need to grow.

Let your employees do the thinking. If they need guidance, help them come up with solutions to issues. But they shouldn’t be spoon-fed. Allow your employees to be creative and take responsibility.  Not everything might go smoothly, but occasional mishaps will help them learn.

Compared to collaboration, micromanagement is a very constrained form of leadership. It keeps both bosses and employees from effectively doing their respective jobs. Instead of having to look into everything, managers can suggest the use of collaboration tools to promote efficiency while still being hands-on on their work.

Unlike micromanagement, collaboration promotes trust and better working relationship. It also creates a working atmosphere that’s conducive for growth and creativity.  In the physical or virtual office setting, goals are easier to achieve when every member knows their job and is allowed to do them.

Collaboration may sound ideal, but what’s the next step? Watch our video about Micro Collaboration on the link below: