Are you a micromanager?

Publicado: 29 marzo, 2011 en Uncategorized

When we talk about micromanagers, we all knowingly nod our head in remembrance and understanding of how frustrating, limiting and disenchanting it is working in a micromanaged environment. We can all easily point out the flaws and criticise how we were micromanaged. But can we turn the mirror and identify these traits in ourselves when we step into a management role, and stop the damage before it’s too late.

How do we identify if we are a micromanager?

MINDTOOLs suggests the following list. Are you guilty of one of these?


Or do you identify with this scenario?

“Micromanagers often affirm the value of their approach with a simple experiment: They give an employee an assignment, and then disappear until the deadline. Is this employee likely to excel when given free rein?

Possibly – if the worker has exceptional confidence in his abilities. Under micromanagement, however, most workers become timid and tentative – possibly even paralyzed. “No matter what I do,” such a worker might think to himself, “It won’t be good enough.” Then one of two things will happen: Either the worker will ask the manager for guidance before the deadline, or he will forge ahead, but come up with an inadequate result.

In either case, the micromanager will interpret the result of his experiment as proof that, without his constant intervention, his people will flounder or fail.”

This then brings up the next question.

How can one avoid micromanagement, or make change?

As mentioned in MINDTOOLS

Part of being a good manager, one often lost on those of the micro variety, is listening. Managers fail to listen when they forget their employees have important insights – and people who don’t feel listened to become disengaged.


Businessweek Review uses the “Prep-Do-Review” tool

Each task is divided into 3 parts: Preparation, performance of task and subsequent review of the outcome. Depending on expertise of staff, a manager should be more or less in the prep and Do stages or with expert staff not be involved in the performance of the task.

However should maintain involvement of review whether outcome was a success or failure so the team can learn from both. By maintaining communication and involvement and correct stages of the task one maintains communication with staff without intruding on their work. This certainly seems like a valuable tool in management.

However, the first step is self-evaluation in our managerial style and identifying the traits which may be doing more harm than good to the relationship with staff.

We all need to learn to look in the mirror and analyze critically.


Related blog:

— MT —

  1. lacarave dice:

    I don’t konw this video. It`s very interesting. Good analysis about one of the most usual mistakes in health management


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