Micromanager – What is it, definition and concept

The micromanager is the person in charge who, in an organization or company, practices micromanagement. That is, the one who exercises excessive control over the members that make up his team, paying attention to all the details at work.

First of all, it is convenient to point out that we cannot understand what the micromanager is if we do not know what the micromanagement is.

Therefore, before getting into the subject, let’s see what the micromanagent is.

What is micromanagement?

Micromanagement is a way of governing or directing an organization.

In micromanagement, the manager subjects the work of subordinates to excessive control, focusing and paying special attention to details in the work they do.

With that said, let’s see what the micromanager is.

What is a micromanager?

When we talk about the micromanager, in other words, we are talking about the boss or manager who, in a company or in an organization, controls his employees excessively. That is, he is aware that everything, no matter how irrelevant it may be, goes perfectly and as he would like.

Among the actions that allow us to identify a micromanager, for example, we can highlight that the micromanager, usually, tends to question or provide a different vision in everything that his subordinates do. In the same way, it is pending the work they do to review it immediately after they have done it. Finally, the micromanager, for example, is usually aware of emails, reports or calls, being able to change certain words for synonyms.

In summary, there are many actions that can allow us to identify a micromanager, but we can summarize it by saying that, in essence, we are talking about a manager who controls his employees excessively, finds many problems and errors in the work of his subordinates and, in short, he worries too much about everything, even though it is irrelevant.

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What does a micromanager do? How do I know if my boss is a micromanager?

As I said, a micromanager is usually characterized by being a boss or a manager who worries too much about everything and is constantly aware of his employees.

However, we can point out some actions that could allow us to identify if our boss is a micromanager or not.

Let’s see some:

  • The micromanager constantly organizes meetings that are usually useless, but use them to repeatedly supervise the work of their subordinates.
  • Repeatedly, he reviews the work done by his subordinates to find mistakes to change.
  • A subordinate’s job will never be right the first time, as the micromanager always believes that he can do better.
  • When you send an email, for example, it tends to change words for synonyms, saying that “it sounds better that way.”
  • The micromanager focuses on all the details, no matter how irrelevant.
  • Usually, he tends to stop his employees a lot to correct those details, at the same time that he tends to explain things a lot and is easily hooked.
  • Most of the time, the micromanager tends to give more importance to the problems, and it may seem that there are many and very important.
  • Although he does not usually reproach, because he has a good intention, the micromanager always tends to question the validity of the work carried out by someone other than him. 4-5 checks will be done before the job is okay for the micromanager.
  • It questions all the decisions made by the worker, despite the fact that they, in theory, have the autonomy to make them.
  • He stands and looks at the computer screen, or the workspace of his subordinates. In this way, it controls at all times what each one of them does.
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Disadvantages of micromanager and micromanagement

When we talk about a micromanager, we must know that we are always referring to a concept used in a pejorative way to describe a boss or a manager who does not finish doing their job well.

Proof of this are the disadvantages that this way of directing presents in practice.

Among these disadvantages, we can point out the following:

  • The worker, in general, tends to be demotivated. Well, the micromanager, without realizing it, constantly questions his work to improve it.
  • Most of the time, the worker is frustrated. Since there are always mistakes, the worker sinks.
  • In general, workers tend to feel undervalued, even though the micromanager feels they pay more attention to them.
  • The creativity of the worker disappears. Since, finally, the only valid one is that of the micromanager, who always tends to use his ideas and his way of seeing things as an example.
  • Workers are unsure of themselves, due to the constant corrections and interruptions of the micromanager.
  • It is a real suffering for the worker. Although the intention is good and the micromanager is usually friendly, his perfection ends up generating a very negative tension for the workers.

Why is it not convenient to practice micromanagement in a company?

In addition to all the aforementioned, it is convenient to point out some more reasons that do not favor the practice of micromanagement in companies.

And it is that micromanagement, in the first place, is a practice that ends up hindering every process in a company, so it creates a work environment that does not motivate employees, in the same way that it ends up weighing down their productivity.

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But it is not just that of the employees, since the obsession that the micromanager has to supervise the work of others ends up weighing down their own productivity. Since you have to supervise your employees or subordinates, you cannot spend time on other tasks that add more value.

In general, the micromanager always has a good intention and is not usually a bad boss. However, the strict processes that your workers must follow end up turning this micromanager into a bad boss.

For this reason, those companies that are committed to micromanagement, must know that they will not retain talent, in the same way that they will not retain anyone who has aspirations, since those employees who provide solutions as they like will end up staying in the company. micromanager and follow the instructions that it marks. That is to say, functional employees, but dependent and without creativity or initiative.

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