I put a tweet out a couple of weeks ago that said something about the dangers of micromanaging. Almost immediately I received a response that said some people “needed” to be micromanaged. They were incapable of thinking or doing anything on their own. Some people they said wanted to be micromanaged so they didn’t have to think for themselves. They said thinking was too tiring for some people.
No. No. No. That’s wrong on every count.
There are 2 reasons why someone micromanages their people.
Sometimes they have so much passion for their business or organization that they want to be involved in everything. It’s still not good but I can cut those micromanagers a little slack because at least their intentions are good if not their methods.
The second reason is really multiple reasons in one. They don’t trust their people. They have knowingly or unknowingly put people into positions where they can’t succeed. They have convinced themselves that their people can’t think for themselves. They are know-it-alls. They think their people are lazy. They don’t like their people, or perhaps they don’t like people in general.
To sum all that up…they are exceptionally poor leaders.
You do not grow people by micromanaging them. If you are not growing your people you’ll find it very difficult to grow your business.
As someone in a leadership position your number one responsibility is growing and developing your people. You don’t do that by micromanaging them. You can’t even do it by managing them. If fact, most every “people problem” you think you have is likely a direct result of trying to manage them rather than lead them.
Micromanaging someone is like managing them on steroids. You hurt them, you hurt yourself and you hurt your organization.
No one needs to be micromanaged. No one wants to be micromanaged. No one benefits from being micromanaged.
Those are the facts. If you choose to dispute them you may hold a leadership position but I’m sorry to say that it’s almost certain that you are not a leader.