How Not to Micro-Manage

Learning How to Overcome Poor Management Skills

Nov 12, 2007 Deborah S. Hildebrand

Helping micro-managers to overcome their problem is a matter of teamwork and support. Here are five steps to help manage a micro-manager.

New at supervising, Milton was a bit unsure of himself and his team so he wanted to be very sure that everything was done in a timely and efficient manner. Problem was that his employees began to resist Milton’s efforts to be involved in every step of every project. That’s when he realized he was a micro-manager.

Lucky for his team he recognized the problem himself and was willing to change his habits; however, many times micro-managing bosses don’t realize who they are and end up demoralizing the team.

Changing a micro-manager into a top performer with the ability to lead a team takes time, but is not impossible. Here are five suggestions on how employees -- from subordinates to executives -- can work with micro-managers to help them change.

Recognize There Is an Issue

This is the most difficult step for a micromanager because no one wants to believe they behave inappropriately. However, if peers, subordinates, and superiors see there is an issue, it’s important to help the micro-manager see he has a problem by talking to him directly, yet supportively, about the issue.

Assess Skills

Some people are put into management roles for the wrong reason. Not everyone is cut out to lead others. And this may be the case with many micro-managers. As difficult as it may be to admit, management may not be the right place for this person. That does not mean that they are a poor employee, just that their skill sets are more appropriate for another role.

Get Training

Perhaps the potential is there, but there was inadequate training to start with. Help the micro-manager to become more comfortable in their role through internal or external training classes as well as additional support from a successful peer and the micro-manager’s boss.

Take it Slow

Take the time necessary to change. Once the problem has been diagnosed, it is important to make changes one step at a time. Yes, the organization and employees don’t want the problems to continue; however, diagnosis is half the battle. People should be patient and allow the change to take place over a reasonable period of time.

Develop a Support System

For a micro-manager who recognizes their problem and wants to change, it is important they have a conversation with their staff and their supervisor. This way the team can help by communicating regularly their progress on projects and their supervisor can continue to offer direction – without micro-managing.

Micro-management is not insurmountable. It’s a matter of identifying and correcting the underlying issues. This way the micro-manager and their staff can recognize the benefits of working together as a team of adults.

The copyright of the article How Not to Micro-Manage in Business Management is owned by Deborah S. Hildebrand. Permission to republish How Not to Micro-Manage in print or online must be granted by the author in writing.

Micromanager