6 Characteristics of a Micromanager to Look For


3. Constantly Need to Be Updated

Whether it’s in the form of daily reports or constant stand ups and meetings about meetings, micromanagers fail to give people the necessary space to develop their own interpersonal styles and grow frustrated when caught off guard. Employees who experience this often report a feeling that the reports are their actual job and that they barely have time to do what they see as their core function due to always having to update a spreadsheet.

4. Dismissive of Feedback

Feedback often comes with the expectation of an action by the person it is delivered to. As a result, micromanagers, who tend to be controlling and searching for weakness in the performance of others, don’t like it. You’ll hear them brand their way of doing things as the right way and as a result, they rarely have an interest in changing what they view as what needs to be done. But this also stems from the insecurity that builds due to the pressure they put themselves under.

5. Inability to See the Big Picture

In obsessing over small details and the finer points of other people’s work, micromanagers lack the ability to pull back and see how their actions impact both the morale of the team and their ability to support broader business goals. Often times, they allow the tasks they become enamored with the skew their vision of what needs to be done, with the amount of effort required to satisfy their particular tastes far outweighing the amount of benefit to the business or the team.

6. Fail to Share Knowledge or Teach Skills

One of the most disappointing aspects of micromanagers is their unfulfilled potential. While they’re too busy worrying about whether the team has updated a report or has amended all of their edits into a document, they could be involved in higher level discussions or decision making processes that are far more important to their teams or superiors in the organizational hierarchy. Additionally, their insecurity means that sharing their knowledge or improving the skills of their direct reports might mean they aren’t needed anymore. This style of management will leave employees embittered, disengaged and frustrated.  

Photo Courtesy of Stock Photo Secrets

Products You May Like

Articles You May Like

What Will HR Look Like in 2030?
From Cashier to HR Manager: How One Immigrant Made It Happen
What Is Empathy in Human Resources Management?
Canada Prohibits Wage-Fixing, No-Poach Agreements
The HR Guide to Layoffs

Leave a Reply

Your email address will not be published. Required fields are marked *