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When too much control becomes a problem
Are you someone who supervises every detail of your team’s work? 🚨 Careful — you might be practicing micromanagement. Learn how to identify it and manage it effectively in this new article from Lexington’s blog.
Micromanagement occurs when a leader excessively supervises every detail of their team’s work. It’s not about guiding or supporting, but about constantly controlling even the smallest tasks. This excessive practice can lead to frustration, demotivation, and negatively affect both team and company performance.
Not sure how to identify it? Here are some clear signs that your team—or even you—might be engaging in micromanagement practices:
Do you recognize any of these? Then it’s time to learn how to avoid micromanagement and foster a more productive and healthy environment.
The feeling of not having control over your work can make you lose enthusiasm and commitment.
If you’re always told how to do things, it becomes difficult to propose new ideas or innovative solutions.
The lack of autonomy can lead employees to always wait for instructions instead of taking initiative.
Constant pressure and lack of trust can generate anxiety and eventually push employees to look for workplaces where they feel more valued.
Excessive supervision can slow down processes and waste time on minor details instead of focusing on key objectives.
According to a recent study published in Psychology Today, micromanagement can have harmful effects on employee motivation and productivity. The research highlights that excessive supervision can create a negative work environment, reducing team creativity and efficiency.
If you feel that you tend to overcontrol, there are ways to change it. Start by focusing on your priorities and results, not every detail of the process. Trust your team, delegate tasks based on their skills, and set clear goals so everyone knows what’s expected of them.
Encourage autonomy and initiative, provide constructive feedback, and schedule follow-up meetings instead of constant interruptions.
Finally, and as a friendly tip, build a culture of trust and shared responsibility.
A team that feels trusted and supported works better—without the need for excessive supervision.
If you believe you’re a victim of micromanagement, the best approach is to act strategically. Communicate your progress clearly and regularly, ask for defined priorities to avoid constant supervision, show autonomy and results to build trust, and establish healthy boundaries for daily communication. Spoiler: it works. ✨
Heads up! Although micromanagement is generally negative, there are moments when close supervision may be necessary—or even required. For example, when dealing with new employees who need guidance, critical projects with high risk of errors, or complex processes that must meet very precise standards.
👉🏼 The key is that it should always be temporary and have a clear purpose—not be a constant practice.
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You probably already have an idea of what micromanagement is, but let’s look at some clearer and more relatable examples:
Imagine that every time you want to send a message to a client or colleague, your boss reviews it word by word, correcting even minor things like punctuation or formatting. This not only delays your work but also makes you lose confidence in your own judgment.
Even if you have experience and an efficient method, your boss tells you exactly which steps to follow, ignoring valid alternatives. This limits your creativity and makes any attempt to improve the process seem like a potential mistake.
The good news is that with a conscious approach, micromanagement can be avoided. Creating an environment of trust and autonomy allows teams to work better, be more creative, and more productive. This is exactly the kind of environment promoted in coworking spaces like those at Lexington, where collaboration and work flexibility are part of the daily culture.
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