What My Boss Taught Me About Micromanagers

Jul 4, 2021 2 min read
What My Boss Taught Me About Micromanagers

Micromanagers believe they are good managers. They think they get the job done. But they don't! Here's why.

Micromanagers believe they are good managers. They think they get the job done.

From experience, I’d say that this is far from the truth. The micromanager shows their team a lack of respect and creates an air of mistrust.

Micromanagement Is Bad Management

But why would they knowingly do this? In a nutshell, they don’t know they are micromanaging!

They believe they practice good management by taking the job seriously and accepting personal responsibility for everything coming down the line.

In essence, they think, “The buck stops here.” Consequently, they take policy and practice to extremes and interfere with their team’s ability to do a job.

And I’ll go further…

Micromanagers are often bullies. They coerce staff and demand the unreasonable.

The micromanager lacks self-awareness. They see nothing wrong in their actions, and they certainly don’t recognize the impact they have on team performance.

Indeed, the micromanager is like a duck out of water. They’re elevated through the ranks and lose touch with that in which they are familiar. They’re promoted because they got things done once.

Unfortunately, it’s often a case of “What got you here won’t get you there.”

Lazy Leaders

Scott Berkun says this in his open letter to micromanagers:

Good managers are brave, and generous with trust in their people. They want them to mature in their judgement and grow in their skills, preferring to err on the side of trusting too much than trusting too little. They take pleasure in letting go and giving power away to their staff, accepting that when someone who works for them shines, they shine too.

That is, lazy leaders do the opposite to the micromanager.

Lazy  leaders:

  1. surround themselves with high-quality employees,
  2. invest in training,
  3. communicate their vision and empower employees to achieve it,
  4. lead by example,
  5. listen,
  6. praise  good work, and
  7. manage each employee differently.

You can learn how to handle the micromanager in 10 Signs of Micromanagement — Strategies for Dealing With Micromanagers.


What experience do you have of the micromanager? How did you overcome the problems? You are welcome to share your ideas and experiences in the comments.

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