Does Micromanagement Work?

It is common for managers to micromanage their employees. They may do this because they want to be sure that tasks are completed correctly and efficiently, or because they feel like they need to control everything in the workplace. But does micromanagement actually work?

Studies have shown that micromanagement can actually lead to lower performance levels from employees. This is because employees who feel like they are being micromanaged often feel less competent and capable. This can lead to them feeling stressed and overwhelmed, which can in turn affect their work quality and output.

So if you’re a manager, it’s important to consider whether micromanaging is really the best way to get the most out of your team. It may be more effective to give your employees some freedom and trust them to do their jobs well.

Reasons why managers micromanage

There are two main reasons that managers micromanage: They want to be more connected to lower-level employees and they are more comfortable in their previous job than they are overseeing others who do the same job.

The first reason is that managers micromanage to be more connected to lower-level employees. By keeping a close eye on workers, managers feel more involved in their day-to-day lives.

The second reason is that managers may micromanage because they are more comfortable in their previous job than they are overseeing others who do the same job. In other words, they may not feel confident in their ability to lead and delegate tasks effectively. As a result, they resort to micromanaging as a way to control every aspect of the work being done.

Consequences of micromanagement

The consequences of micromanagement are many and varied and can be extremely detrimental to both businesses and employees.

Micromanagement can cause low employee morale, as employees feel stifled and resentful of being constantly monitored. This can lead to high turnover, as employees look for workplaces where they feel more trusted and empowered. Reduced productivity is another common consequence of micromanagement, as employees become less motivated when they feel like their every move is being scrutinized.

Micromanagement can have such severe negative effects that it is often one of the top three reasons why employees quit. To create a healthy and productive workplace, it is essential to avoid micromanaging employees.

How can managers avoid micromanaging their employees?

There are a few key strategies that managers can use to avoid micromanaging their employees.

  • It is important to time your help so that it arrives when people want it.
  • Clarifying your role as a helper can be helpful.
  • Aligning the frequency and intensity of your involvement with the needs of people can also be beneficial.

By following these tips, managers can be more hands-on without crossing the line into micromanagement territory.

What are some signs that a manager is micromanaging?

There are a few signs that a manager is micromanaging.

  • They need to be able to comprehend all aspects of the subject: A micromanager needs to understand every minute detail of what their team is working on at all times. This can quickly become overwhelming for both the manager and the team, leading to frustration and a feeling of being constantly under pressure.
  • They don’t delegate: A micromanager is often reluctant to delegate tasks, preferring to do everything themselves. This not only prevents other team members from developing their skills and gaining experience, but it also means that the micromanager is constantly bogged down with work.
  • They are open to receiving regular updates: A micromanager will often request frequent updates from their team, even if there is no real need for them. This can make employees feel like they are constantly being monitored and that their work is never good enough.
  • They discourage independent decision-making: A micromanager will often want to be involved in every decision made by their team, no matter how small or insignificant it may be. This can stifle creativity and prevent team members from taking initiative or feeling empowered in their roles.
  • They determine how tasks should be performed: A micromanager will often dictate how they want tasks to be carried out, rather than allowing employees to use their own discretion or expertise. This can lead to feelings of devaluation and resentment among team members who may feel that their skills are not being utilized properly.
  • They will re-do other employees’ work: A micromanager may feel that they can do a better job than those on their team, leading them to re-do or second-guess other employees’ work. This not only creates extra work for the already overburdened manager, but it also sends a message of a lack of trust and confidence in the abilities of those on the team.
  • They lack trust and confidence in their team: Without trust, a foundation for any successful relationship is missing. When managers don’t trust their teams, it puts everyone in an uncomfortable position where people are looking over their shoulders, second-guessing themselves, and generally walking on eggshells.

Alternative methods to micromanaging

As a manager, it is important to understand that micromanagement is not always the most effective way to manage employees. There are several alternative methods that can be used to achieve better results.

Hiring the right people is key. It is essential to understand the company culture to build the right team. This will help ensure that everyone is on the same page and working towards the same goals.

Establishing clear expectations and goals is another important step. Employees should know exactly what is expected of them and what they need to do to meet those expectations. This will help avoid any confusion or frustration down the road.

Giving real-time feedback is also important. If an employee makes a mistake, it is important to let them know right away so that they can correct it. This will help them learn from their mistakes and avoid making them in the future.

Employee ownership is another alternative to micromanagement. When employees feel like they have a stake in the company, they are more likely to be motivated and invested in their work. This can lead to increased productivity and better results overall.

Peer accountability is a powerful tool that can help you understand the power of peer responsibility. When employees are accountable to each other, they are more likely to work harder and be more productive. This can be a great way to boost morale and get everyone working together towards common goals.

About the Author
Hi there, I'm James, founder of Melbado. I have over 20 years of experience as a leader and entrepreneur. Recently, I turned to leadership coaching and writing to pass on my knowledge to the next generation. If you have any questions or comments, please contact me via our contact page.


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