Personal Development

How to identify a Micromanager?2 min read

How to identify a Micromanager

I have worked with amazing people in the past and I admire some of them for their management skills. However, I have also come across people that believe that micromanaging is how one should manage people and tasks.

I am sure you have might have encountered a micromanager at some point in your life.

If you have, you know how frustrating it can be.

Micromanager often bullies their subordinates and instead of giving general instructions for a task, they get into unnecessary details of the task and evaluate the person responsible for the task based on baseless facts and observations. Micromanagers often end up mentally harassing the employee.

According to TUC, nearly a third of people (29%) have been bullied at work and in nearly three-quarters (72%) of cases the bullying is carried out by a manager.

Here are few of the traits to identify a micromanager and how these traits affect others.

They have an insatiable hunger for control

Micromanagers love control. They like to control everything and everyone around them. Working with a person with such hunger for control is not a pleasant experience and is one of the major reasons why people don’t stick around with micromanagers for long. Micromanagers are also threatened if they feel that they are losing control and will do unimaginable things to reclaim their control.

They have the “Perfectionist Illusion”

Every micromanager thinks that they are perfectionists and they often blame their “perfectionism” as the reason for their behavior. In reality, micromanagers are the worst kind of employees as they don’t value or accept others recommendations. They believe they know everything and that what they say and think is always perfect.

They assign unnecessary tasks

One of the most annoying habits of micromanagers is creating unnecessary tasks and processes. They assign unnecessary tasks like a useless detailed report and make others follow processes that hamper their productivity. Moreover, they expect quick results for those long unnecessary tasks and will never accept that the processes created by them are actually killing the productivity of others.

They avoid Delegation of Decision

Micromanagers usually avoid delegating decisions to others even if the other person is more qualified or suited to make that decision. This behavior not just irritates others but also has unfavorable results. The person who works with micromanagers with this mentality, end up having low self-esteem and it affects their growth in the long term.

They are masters of the Blame Game

Micromanagers are quick to take credit if everything goes well and even quicker to blame others when things go wrong. They know and have mastered the blame game over the years and cannot take the fall for any kind of failure. They will punish you for not getting things complete, not getting results even though it was their unnecessary tasks and processes responsible for this failure.

If you have encountered a micromanager in your life, let me know in the comments below, how you handled them.

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