We’ve all had that one boss, colleague, or friend who seems to have an uncanny knack for hovering, nitpicking, and second-guessing every decision.
While their intentions might be good, their micromanaging tendencies can be incredibly frustrating and demoralising. If you’re wondering whether you might be guilty of this behaviour yourself, here are some signs that you’re a micromanager and how to loosen the reins for a better working (and personal) life.
1. You constantly ask for updates, even on the smallest tasks.
Source: Unsplash You can’t help but check in multiple times a day, even for tasks that are well within your team’s capabilities. You want to be kept in the loop on every tiny detail, leaving your team feeling suffocated and questioning their competence. This constant need for reassurance might stem from a lack of trust in your team’s abilities or your own fear of losing control.
2. You have a hard time delegating.
You believe that you’re the only one who can do the job right, so you end up taking on more than you can handle. This leads to burnout for yourself and prevents your team from developing their skills and taking ownership of their work. Remember, delegation isn’t a sign of weakness; it’s a way to empower your team and focus on the bigger picture.
3. You criticise more than you praise.
You have a keen eye for errors and are quick to point out mistakes, even minor ones. While constructive feedback is important, a constant barrage of criticism can be demoralising and undermine your team’s confidence. Make an effort to balance your feedback with genuine praise and recognition of their accomplishments.
4. You insist on doing things your way.
You have a specific way of doing things, and you expect everyone to follow it to the letter. You resist new ideas and alternative approaches, even if they could be more efficient or effective. This rigidity stifles creativity and innovation and can lead to resentment among your team members. Embrace diverse perspectives and be open to trying new things.
5. You have trouble letting go of control.
You have difficulty trusting your team to make decisions independently, even on minor matters. You want to have the final say on everything, which can lead to bottlenecks and delays. Learning to trust your team’s judgment and empowering them to make decisions is essential for a productive and positive work environment.
6. You hover over your team and constantly check their work.
You can’t resist peering over shoulders, sending numerous emails, or popping into offices unannounced to see how things are progressing. This constant scrutiny makes your team feel like they’re being watched and judged, creating a stressful and unproductive atmosphere. Give your team the space to work independently and trust that they’ll come to you if they need help.
7. You give overly detailed instructions and feedback.
You provide step-by-step instructions for every task, leaving no room for interpretation or creativity. You also offer feedback on the most minute details, often missing the forest for the trees. This level of detail can be overwhelming and demotivating. Focus on the desired outcome and give your team the autonomy to figure out the best way to achieve it.
8. You have unrealistic expectations of your team’s time and abilities.
You expect your team to work long hours, answer emails at all hours, and complete tasks faster than humanly possible. You also set unrealistic goals and deadlines without considering their workload or capacity. This can lead to burnout, resentment, and high turnover. Be realistic about what your team can accomplish and adjust your expectations accordingly.
9. You take over tasks that other people are perfectly capable of doing.
You might see a colleague struggling with a task and instinctively jump in to “help.” While your intentions might be good, this behaviour undermines their confidence and prevents them from learning and growing. Offer support and guidance, but resist the urge to take over completely. Allow your team members to make mistakes and figure things out on their own.
10. You have difficulty trusting your team’s judgment.
You second-guess your team’s decisions, even when they have the expertise and experience to handle the situation. You might ask for multiple opinions, require excessive documentation, or simply override their decisions altogether. This lack of trust creates a hostile work environment and can lead to high turnover.
11. You require frequent and detailed reports on every project.
You want to be kept in the loop on every aspect of a project, from the smallest details to the overall progress. You request frequent reports, status updates, and meetings, even when they’re not necessary. This creates unnecessary work for your team and can slow down progress. Trust your team to manage their work effectively and only request updates when they’re truly needed.
12. You focus on the minutiae rather than the big picture.
You get bogged down in the details and lose sight of the overall goals and objectives. You might spend hours nitpicking a presentation slide while neglecting the larger strategic issues. This can lead to missed deadlines, wasted resources, and a demotivated team. Learn to delegate the details and focus on the big picture.
13. You take credit for your team’s successes but blame them for their failures.
When things go well, you’re quick to claim credit for your team’s accomplishments. But when things go wrong, you blame your team for their shortcomings, failing to acknowledge your own role in the outcome. This creates a toxic environment where people feel undervalued and unappreciated. Take responsibility for both successes and failures, and give credit where credit is due.
14. You resist feedback and become defensive when challenged.
You don’t like to be told that you’re wrong, even if there’s evidence to suggest otherwise. You might dismiss feedback, argue with your team, or try to justify your actions. This defensiveness creates a barrier to communication and prevents you from learning and growing. Be open to feedback, even if it’s difficult to hear, and consider how you can use it to improve your management style.
