Tag Archives: micromanaging boss
August 2, 2023 5 Ways Micromanaging Hurts Your Team
Many leaders achieved their status through hard work, commitment, and perfectionism. Generally, these are positive attributes that can help lead to success. However, you can have “too much of a good thing,” particularly when it comes to perfectionism.
If your perfectionism helps you catch project flaws or edit reports, great. If it causes you to constantly look over your team’s shoulders, criticize, and take a narrow view of how things should be done…not so great.
How can these micromanaging tendencies hurt your team? Let’s talk about 5 negative effects and how to avoid them.
Stifled Creativity and Innovation
If your team is restricted to always doing things your way and from your perspective, you miss a huge opportunity for creativity and innovation. As a leader, you might have ideas about certain projects or initiatives, but you don’t necessarily have to voice those ideas right away. Instead, allow your team some time and space to brainstorm ideas and come up with potential solutions. This lets them feel empowered and invested in the project, and they just might come up with the company’s next million-dollar idea!
Lack of Problem Solving
When leaders micromanage, their team members start looking over their shoulders. They wonder if they’re doing things the right way, and if they’re meeting the leader’s approval. Because of this, the team will be disincentivized to seek solutions for any problems they encounter. They don’t want to get in trouble for doing things the “wrong way,” so they’ll inevitably turn to the leader for direction. This creates a culture of neediness instead of competent problem-solvers, AND it puts a lot more work on the leader’s plate, since they’ll have to constantly troubleshoot problems.
Diminished Trust
Micromanaging can erode trust and respect between leaders and their team members. When leaders constantly nitpick and micromanage every detail, employees can feel like their skills and abilities are not trusted or valued. If trust doesn’t exist between leaders and team members, that shakes the foundation of the entire team. Why would team members entrust their manager with sensitive information or confide any struggles or pitfalls to them if trust is absent?
Reduced Job Satisfaction
Nobody likes being micromanaged. It is frustrating, demoralizing, and can make team members feel like they are not trusted or valued. When team members feel like they have no autonomy or control over their work, their job satisfaction can suffer. This can lead to burnout, turnover, and a lack of motivation.
Waste of Time and Resources
Micromanaging is incredibly time-consuming. Leaders who micromanage spend significant amounts of time reviewing work, checking in with team members, and correcting mistakes. This can take away time from other important tasks. Additionally, when team members are prevented from making their own decisions and solving problems, they may come to rely too heavily on their manager. This can be a waste of resources if the manager or leader is needed elsewhere. Micromanaging might scratch your perfectionist itch, but it can have serious negative consequences for your team. No one wants someone constantly looking over their shoulder or telling them precisely what to do all the time. Instead, trust your people. Learn to let go a bit and allow your team to feel empowered, creative, and invested in their work through independent problem-solving and decision-making. By avoiding micromanagement, you can create a more satisfied, motivated, and productive team and foster a culture built on trust and respect.
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.
Tags: how micromanaging hurts team, how to stop micromanaging, margaret smith career coach, Margaret Smith professional speaker, micromanaging boss, micromanaging disadvantages, what to do instead of micromanage
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February 1, 2017 Bad Bosses! How to overcome 3 types of terrible boss behavior
It happens more often than it should. A person rises to power who doesn’t have the interest, inclination, or skills it takes to be a good boss. It’s not always that person’s fault—many companies do not invest time and resources in training their managers and force many people to learn through “trial by fire.” And then there are those who are simply not interested in engaging with or developing their team. They would rather be doing office work than investing time in their staff.
Whatever the case, you’ve probably encountered the dreaded “bad boss.” I’m going to look at three different behaviors that your bad boss might exemplify and show you ways to overcome each scenario. Ready to grab your own success and jump over the bad boss hurdle? Read on!
1. The Micromanager
This is the boss who is always looking over your shoulder and checking in to make sure you’re doing things just how s/he wants them done. This person is a perfectionist and might go as far as giving you daily or weekly checklists. Such a boss can make you feel claustrophobic and limit your growth potential.
What to do:
First of all, understand that you micromanaging boss is likely acting the way she does because she cares deeply about the good of the company. But that doesn’t mean you should ignore it! If your boss is approachable and open to communication, consider scheduling a meeting in which you request to take on a project by yourself. If your boss waffles, ask if there is something about the quality of your work that is holding her back. You might learn some valuable insight from your conversation!
If, however, your boss is not the approachable type, consider a different tactic: Accomplish tasks and check-in before she tells you to. Anticipate the next item on her to-do list and do it before you’re directed to do so. This demonstrates that you are a go-getter and are perfectly capable of going above and beyond expectations without being directed to do so. You may even consider sending your boss your daily or weekly plans so you can gain even more control of your schedule.
2. The Unengaged
On the opposite end of the micromanager boss is the boss who is simplify unengaged. This is the boss who is largely absent or who rarely bothers to check-in with their team. This bad boss might think it’s a waste of time to invest in team-building activities, training, or one-on-one meetings.
What to do:
Initiate engagement. Schedule a meeting with your boss or, if he’s hard to pin down, make a point of stopping by his office when he’s around. Make sure you keep your meeting brief and bright—unengaged bosses often feel like they don’t have time for small talk. In your meeting, be sure to express your thanks to the boss for meeting and let him know that it made a big difference. Such encouragement will help him realize the value of such meetings.
If you’ve tried in earnest to get your boss involved in office life, but he hasn’t taken the bait, try going a different route. Engage your co-workers. If your boss isn’t lending much support, chances are your co-workers are just as frustrated as you are. Connect with them and use each other for brainstorming, problem-solving, and as mental or emotional support. Seek resources together and work on building a more collaborative atmosphere.
3. The Gossiper
“Did you hear about…?” The boss with gossiping tendencies can lower morale and create an atmosphere of distrust. What’s more, if you’re not buddy-buddy with this boss, you may wonder if you will be the next victim of their gossip.
What to do:
This is a tricky one. Although you might not be able to stop your boss from playing favorites and spreading rumors, you can make a personal commitment to rise above office gossip. Harvard Business Journal recommends setting firm boundaries with gossipers (whether your boss or a co-worker). When you see a conversation headed toward gossip, put a stop to it and say, “Please do not put anything in my head that you expect me to not act on. I will not carry around a conclusion about another person without sharing it with them.”
Your integrity carries weight. By refusing to participate in gossip, you build credibility and trustworthiness. And remember, silence is the same thing as complacence. If you are silent, you are promoting gossip.
And if your boss continues gossiping? You have a couple of tough decisions to make. Either you could choose to confront him about it and offer a solution (This article by Vital Smarts goes into establishing ground rules revolving around gossip), OR, If your quality of life is being severely affected by the gossip, you could seek employment somewhere else. If that’s the case, you might want to consult a career coach before making any major decisions.
There are, of course, many other types of “bad bosses” out there, but hopefully this list gave you some ideas for how to deal with your own troublesome boss. Feel free to add your own experiences and advice in the comments section (no name dropping, please!) or contact me for more advice.
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM
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Tags: bad boss strategies, career coach Margaret Smith, gossiping boss, how to deal with bad bosses, micromanaging boss, Minneapolis career coach, unengaged boss, your bad boss
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