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What is Micromanagement and How to Deal with it?



What is Micromanagement and How to Deal with it

Have you ever felt like your manager constantly looked over your shoulder, scrutinized every detail of your work, and told you exactly how to do your job? 🤔

If yes, micromanagement is a widespread issue in the workplace and can lead to decreased productivity, increased stress, and a lack of trust between employees and their managers. 😞

So, if you’re ready to take back control of your work life and create a more positive, productive working relationship with your boss, keep reading. It’s time to say goodbye to the dreaded micromanager and hello to a more empowering, collaborative work environment.

In this blog post, we’ll dive into what micromanagement is, why people do it, and most importantly, how to deal with it – both as an employee and as a manager.  


  • Micromanagement is a negative term of manager behavior marked by excessive control and supervision of employees’ work and decision-making processes. 
  • The effective ways to deal with micromanagement include understanding the reason behind the micromanager’s behavior, building trust and communicating openly, setting boundaries and managing expectations, and more. 
  • People may micromanage for several reasons, including a lack of trust and insecurity, a need to control every aspect of a project or task, and a deep fear of failure. 
  • Resisting delegation, excessive involvement in employees’ work, and lack of trust in employees’ abilities are the main signs of micromanagement. 
  • Some tips and instructions for becoming a leader instead of a micromanager are being clear with expectations and goals, empowering your team, and providing coaching sessions to your employees. 

What is Micromanagement?

Micromanagement is a management style characterized by an excessive focus on observing and controlling subordinates and an obsession with minor details. This management approach is generally considered negative, suggesting a lack of trust and freedom in the workplace.

Micromanagement is generally considered an ineffective management style. It can demotivate employees, hinder their growth and development, and ultimately undermine their overall performance.

It’s crucial for managers to recognize the signs of micromanagement and take steps to change their approach, such as delegating tasks, providing clear expectations and feedback, and fostering a culture of trust and empowerment.

Are you being Micromanaged?

If you’re reading this article and are in an emotional state due to being micromanaged, you must seek help as soon as possible. Excessive control, constant supervision, and a lack of autonomy in work can significantly impact an individual’s mental health and self-confidence.

Remember, help is available; you don’t have to face this challenge alone. By speaking up and seeking support, you can begin to address the negative impacts of micromanagement and work towards a more positive and empowering work environment.

Your mental health should be the top priority, and addressing the issues caused by micromanagement is essential for your long-term well-being. Don’t hesitate to take the first step and seek the support you need.

Trying to Manage a Micromanager? 

If you are trying to manage a micromanager for a wider team, it’s important to know the potential signs of micromanagement. While micromanagers may appear diligent and committed on the surface, their excessive attention to detail can often disguise problematic working practices that may be detrimental to their teams.

So, it’s crucial to identify the key symptoms of micromanagement, such as the inability to delegate tasks, the need for constant updates and approvals, and a focus on minor details rather than overall results. By understanding these red flags, you can proactively address the situation and create a more empowering and productive work environment for your employees.

Why do people micromanage?

There are various reasons why people tend to micromanage. Some of them include micromanagers’ lack of trust in employees’ abilities, often believing they can do the job better than their team, and having to monitor every aspect of their work closely.

Another factor contributing to micromanagement is a fear of losing control and power. Managers want to maintain a sense of power and authority over the work, even if it stifles their team’s creativity and autonomy.

In some cases, the organizational culture and pressure from upper management can also encourage micromanaging behaviors, as managers must meet high expectations and avoid failure at all costs.                                                          

Understanding the influence of fear in micromanagement.

Micromanagement is often driven by the fear of the manager, which can have significant negative impacts on employees and the organization as a whole. 

Here are some key ways fear influences micromanagement:

  • Fear of failure: Many micromanagers are afraid of failure and the potential consequences it may have on their reputation and position. They believe that by closely monitoring every step of a process, they can prevent mistakes from happening later. 
  • Fear of being replaced: Some micromanagers feel insecure and are afraid of being made redundant by their team’s competence. This leads them to resist delegating important tasks and maintaining tight control.
  • Fear of Being Seen as Incompetent: Some micromanagers may lack leadership and delegation skills. They may feel insecure about their abilities and fear being “found out” as incompetent. They can validate their expertise and authority by closely monitoring their team’s work.

Signs of Micromanagement: Unavoidable Signals & Indicators 

If you feel constantly monitored and your manager doesn’t trust your task, you might be micromanaged. 

Here, let’s look at some of the signs of being micromanaged: 

  • Resisting delegation: Micromanagers have difficulty delegating tasks to their team members. They prefer to do the work themselves rather than trust others to handle it.
  • Excessive involvement in employees’ work: Micromanagers become overly involved in their employees’ day-to-day tasks and processes. They want to be part of every decision and closely monitor each step.
  • Lack of trust in employees’ abilities: This is the most significant sign of micromanagement. Managers do not trust their team members’ work performance and believe they can do the job better themselves.
  • Obsession with details over results: Micromanagers focus more on the small details of a process rather than the overall goals and outcomes. They want to control every aspect of how the work is done.
  • Needing to approve every step: Micromanagers require their employees to get approval before proceeding with each project stage. They want to validate every action taken.
  • Providing unclear direction: Micromanagers often communicate unclearly with their teams. They may withhold important information or fail to provide full context, confusing employees about expectations.
  • Difficulty receiving feedback: Micromanagers are open to giving feedback to their employees but struggle to accept it themselves. They believe they know better than those under their supervision.
  • High employee stress and burnout: Micromanagement increases employees’ stress and anxiety as they constantly worry about making mistakes or not meeting their manager’s expectations.
  • Lack of employee engagement and initiative: Micromanaged teams tend to be less engaged and less willing to take initiative. They wait for direction instead of proactively solving problems.

How to Deal with Micromanagement: Effective Ways To Handle a Micromanager

After learning what micromanagement is, why it occurs, and how it affects workers and output, let’s examine effective methods for dealing with micromanagers. When handling these situations, it’s crucial to maintain calmness. 

Here’s how to deal with micromanagement in effective ways:

1. Understanding the Reasons Behind a Micromanager’s Behavior

The first step in dealing with a micromanager is understanding their motive. Micromanagers often struggle with trust issues and feel insecure about relinquishing control. They may be uncomfortable in a leadership role or anxious with their team. 

Micromanagers are sometimes driven by fear of failure, losing power, or employees making mistakes that make them look bad. Therefore, even if you disagree with a micromanager’s behavior, you should try to understand its actual reason, which can help you respond more effectively.

2. Build trust and communicate openly.

Trust is essential for a healthy relationship, whether in love, friendship, or business. If you want to stop micromanaging over you, you must first earn their trust. Building trust is often easier said than done, as it is gradual. Trust is hard to establish, but it is easy to lose once broken.

To build effective trust, you should deliver your work on time and maintain communication. Consistent performance and regular communication of progress can help build confidence. This helps you to gradually gain the trust of your manager.

3. Set Boundaries and Manage Expectations

Even though you are close with managers, discussing and setting healthy boundaries and realistic expectations is crucial in the workplace. So, you must establish clear limits and expectations with your manager. 

Clarify your roles and responsibilities, set realistic deadlines, and communicate regularly to inform them of your progress. This will help ensure that both parties are on the same page and reduce the need for excessive oversight.

4. Make Your Manager Aware of their Micromanaging Tendencies

One of the first steps is to make your manager aware of their micromanaging tendencies in a non-confrontational way. Use specific examples of when they micromanaged you and explain how it affected your productivity and morale.

Suggest practical alternatives, such as weekly check-ins instead of daily ones, and show them you can manage yourself by delivering high-quality work on time.

5. Always try to maintain Professionalism

When dealing with a micromanaging boss, it’s crucial to maintain professionalism throughout the process. Reacting emotionally or confrontationally can damage the situation and your working relationship. That’s why you should keep a positive attitude, focus on your work, and avoid complaining to colleagues.  

Additionally, be respectful in your communication, even if your manager’s behavior is frustrating. Use a professional tone, avoid sarcasm or passive-aggressive comments, and focus on finding common ground and compromises that work for both parties.

The Importance of a Positive Workplace Culture

Managers and other workplace leaders with a positive workplace culture are crucial for the success and growth of any business. It benefits employees and contributes to the company’s overall performance and reputation.

Employees who feel valued, supported, and part of a positive work environment are more likely to be engaged and motivated. This leads to increased productivity, as employees are more invested in the company’s success and are willing to go the extra mile to achieve goals.

A strong and positive workplace culture can be a powerful tool for attracting top talent. Potential employees want to work for companies that prioritize employee well-being, offer growth opportunities, and foster community.

Moreover, a positive workplace culture can have a ripple effect on customer satisfaction and the company’s overall brand reputation. Happy, engaged employees provide better customer service, increasing customer loyalty and satisfaction. Hence, a strong, positive culture also helps build a company’s reputation as a great workplace, which can attract more customers and business partners.

Be a Leader, Not a Micromanager

Micromanaging can reduce employee productivity due to stress. However, good leaders boost productivity by giving regular feedback. They trust their team and notice mistakes, which builds a positive relationship.

So, be a leader rather than a micromanager who has a negative impact on the office. Here’s how you can be a leader:

  • Be Clear with Expectations and Goals: Clearly define your team members’ goals, deadlines, and decision-making boundaries. This provides structure and accountability without excessive oversight. 
  • Empower your team: Employees learn and grow when they face challenges, make mistakes, and find solutions. Give your employees the autonomy to complete tasks in their own way and trust that they have the skills and judgement to do the job effectively. 
  • Outcomes, Not Processes: Shift your attention from monitoring every step to evaluating the final results. Assess performance based on the quality of work, not just adherence to your preferred methods.
  • Provide Coaching, Not Constant Correction: Offer guidance and feedback, but resist the urge to critique or redo your team’s work constantly. Allow them to learn from their mistakes and develop their problem-solving abilities.
  • Delegate Effectively: Assign tasks and projects based on your team member’s strengths and capabilities. Provide the necessary resources and support, then step back and let them take ownership.
  • Foster Open Communication: Encourage your team to come to you with questions, concerns, or ideas. Create an environment where they feel comfortable providing updates and seeking your input when needed.

Wrapping Up

Micromanagement is a negative term of manager behavior that can lead to decreased morale, increased stress, and a lack of trust among team members, ultimately affecting productivity and overall performance. 

To address this issue, you should work with the manager to establish clear boundaries and expectations, provide regular feedback and support, and encourage autonomy and decision-making among team members.

If you see a manager who micromanages excessively, it’s important to act quickly to reduce its negative effects on employees and the organization. This includes constantly instructing others on what to do, how to do it, and closely monitoring their progress.


Why is micromanaging toxic?

Micromanaging is toxic because it can lead to decreased productivity and less creativity, resulting in a negative work environment. Often, it implies a lack of trust in employees’ abilities to handle their responsibilities independently.

What does it mean when someone is micromanaging?

Micromanaging means telling somebody what to do and how to do it and continually checking how things are going.

What is micromanagement behavior?

Micromanagement behavior includes excessive supervision and control of employees’ work processes and limited delegation of tasks or decisions to staff.

What is an example of micromanaging?

The examples of micromanaging are constant supervision, frequent check-ins, detailed task instructions, revision requests, involvement in minor decisions, and many more. 

How to outsmart a micromanager?

The best way to deal with a micromanager is to talk with them, try to understand their behavior, request for change, promote feedback, and let them know you can do the work.

Is micromanaging a form of abuse?

Yes, when micromanagement involves intimidating, demeaning, or harassing employees, it goes beyond just excessive control and supervision. This type of micromanagement can be considered a form of workplace bullying,

How do I shut down a micromanager?

To shut down a micromanager, you should talk to them directly, propose a plan, and inform your boss why you feel micromanaged and how it affects your job performance.

What is the psychology of people who micromanage?

Micromanagers often have good intentions but their focus on achieving results efficiently can be harmful to their team and the organization.

What is the root cause of micromanagement?

The root cause of micromanagement is the lack of trust and support between a manager and an employee, proper communication, and the fear of losing power and control. 

Why do people hate being micromanaged?

Being micromanaged can be incredibly frustrating and demotivating, leading to decreased job satisfaction and even a desire to leave the company. This is the main reason why people hate being micromanaged. 

What is the psychology of Micromanagers?

Micromanagers are typically not in control. They tend to lay down rules without understanding the impact on others of their intention.  

Why is micromanagement a problem?

Micromanaging decreases productivity due to unmotivated employees and reduces the retention rate, as most employees under a micromanager tend to look for a better working environment.

How do you professionally say stop micromanaging?

It is essential to monitor the situation closely and escalate to HR or higher management if necessary to ensure a healthy and productive work environment. Swift and decisive action can help reduce the damage caused by micromanagement and foster a more collaborative and empowering work culture.

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Dinesh Silwal

Dinesh Silwal is the Co-Founder and Co-CEO of KrispCall. For the past few years, he has been advancing and innovating in the cloud telephony industry, using AI to enhance and improve telephony solutions, and driving KrispCall to the forefront of the field.

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