ARE YOU A MICRO-MANAGER? 4 SIGNS THAT YOU’RE ONE!!

Why would I suddenly talk about leadership management??

I just resumed from my coffee break to attend a training session at office. An hour and half session covered all types of leadership styles. It’s quite interesting!

On my way back home, I have been thinking of how micro-managers are toxic to the organization and results in high staff turnover.

Are you a micro-manager? How do you know if you are micro-managing your team?

micro-manager

Many of the managers do not aware of the fact that they’re micro managing their team. Everything they have done, they have done only for themselves… such an indigenous people they are! They literally control and drive their people crazy. Though their intention sounds best for them, their actions frustrate and demotivate the team.

They tend to accomplish short-lived goals. However, in the long run, their actions bring a negative impact in the organization and hence the talented people either leave the project or the organization.

Four signs that tell if you’re one…

  • Lack of Trust – It is the prime aspect of any micro-manager. Simple, they do not trust anything or anyone easily unless they do it on their own. They feel that only they can accomplish the work without a mess.
  • Resist to Delegate – Micro-manager do not wish to delegate their work. Indeed, it’s due to lack of trust. They feel that their due credibility is in dire situation and think that only they could go achieve it! Besides, insecurity and perfectionism in them resists delegating any tasks to their employees. They think that their employees wouldn’t do it right. They tend to exhibit poor delegating skill!
  • Dependency – They make the employee to be dependent on them and tend to lose their self-confidence to do it on their own. The team will fail to function without them and performance will go down.   
  • Control Freaks – They are obsessed with controlling the entire team. They request more detailed reports which are totally unnecessary. A few, would even request hourly status of simple deliverable. They wanted to be copied in every email. They always tend to find mistakes in every deliverable and blame the team. Employees feel less empowered as all the approving authority lies with the manager. Self- esteem and self-morale of the employees are highly affected! Bottled- up emotions of such employees may explode later!!

Though these types of managers were promoted through their efficiency and hard work, they tend to do their old job. They fail to develop the business strategy and learn their new role. They sit with the new title doing their old job and they are nothing but potential threat to the organization!

Do skilled people quit the organization? It’s time to introspect their supervisors…

With Luv,

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