Micromanaging

Micromanaging is bad both for the employee and the manager. It's obvious why from the employee's point of view, so let's focus on why it's bad for the manager.

When a manager micromanages, it could be one of countless reasons, but at their root is really only two: control or lack of trust. The manager either prefers to keep control of all aspects and have it done their way, or he mistrusts his staff to do a good job. Any other reason boils down to one of these two.

If there is reason for you, the manager, to doubt your staff's abilities, it's your job to provide them additional training. If this still doesn't work--and you've given them ample opportunity to try--then it's in both your and his best interests for you to either find him another job within the company, one he is more suited to, or if that's not possible, fire him and give him the opportunity to find one where he can succeed. However, if you don't fix this problem and still keep rechecking his work, perhaps your boss will start wondering whether you have enough of your own work and/or can't manage your staff properly. See where I'm headed? Your job can be at risk if you spend too much time doing someone else's job instead of the job you're being paid to do.

Now for the second reason: control. As a somewhat reformed perfectionist, I know how difficult it is to let go and I know how hard it is to sit back and watch others stumble when you can do it quicker and better...but learn to do so. As mentioned above, it's not safe to always be doing someone else's job, but beyond that, as long as your employee gets from point A to point B in a timely fashion and with good results, then they've done their job. There is no right or wrong way of doing things and you need to allow people to do it their way. Yes, if they make mistakes and/or take too long, you can offer advice. Yes, if they ask for help, you can offer advice. But if they're doing their job--let them. They will never learn or be allowed to shine if you keep stepping in. And ultimately, their success is yours, so let them make you proud.

If you really don't have enough to do so that micromanaging is needed to look busy, well then, perhaps there's too much redundancy between you and your direct reports and you need to have a frank discussion with your own boss.

Either way, if you're micromanaging, you're not doing your job well and you're not allowing your staff to do theirs well, so stop. Remind yourself of what you'd feel like if someone was constantly hovering over you and checking your work, dictating what you should do and how. I highly doubt you'd appreciate it, so don't subject anyone else to this either.

And I will freely admit there are different degrees of micromanaging, so if you're barely a micromanager, maybe just check-in with your staff during your next one-on-one to see if there's a problem.

Are you a micromanager or have you worked for one? How did you handle this? And if you disagree with any of the above, please tell me why.