Am I a Micromanager? 5 Signs That You’re Driving Your Staff Crazy

Many micromanagers are unaware that they micromanage. They may see themselves as merely a boss with high expectations or someone who runs a tight ship. But micromanaging is inefficient and detrimental to a company. It’s also a great way to make sure your best employees leave for greener pastures.

So, how do you know if you’re a micromanager? If you have outspoken employees, they might tell you, gifting you a “Best Micromanager” mug on your birthday. Or you may have to engage in a little self-reflection. Odds are, you’re a micromanager if you fit into the following:

You need to know what everyone is doing

Some managers are fine granting their employees the freedom to work independently – they provide the directions and allow their employees to fly. Others need constant updates. If you’re the second type, then you’re the epitome of a micromanager. You’re so busy expecting your employees to screw up that you won’t trust them to do their jobs. And they don’t like this: people don’t like to be second guessed. 

You need to be copied on every email

If you require that every email sent is also sent to you, you’ll only accomplish two things: you’ll run your employees up a wall and you’ll overwhelm yourself with an overinflated inbox. Asking to be cc’ed on vital and important emails is one thing; requiring that no communication be conducted without you is another. Of course, the harsher request assures that many emails will be sent without your knowledge…and many will be complaining about your managing style.

You’re rigid about breaks

Sure, it’s reasonable for you to expect your employees to work while on the job, but there’s no way around break time: it’s mandated by law. If you’re rigid about break time, your employees will notice. If you require them to hang a sign while on break, for instance, they’ll abide but roll their eyes. You probably have your reasons – you want to make sure they’re not Snapping on company time – but they’ll grow annoyed, nonetheless.

You don’t encourage shift-sharing

As the manager, it’s perfectly normal to want to know who is coming in and on what days. After all, different workers have different skillsets, strengths, and weaknesses. But if you dislike shift-sharing, or have a policy against it, you’re probably overstepping. Happy employees are given the opportunity to balance their personal lives with their professional ones. And happy employees make good employees.

You’re never satisfied

Yes, Tony stayed an hour late so he could help you clean the kitchen, but he didn’t put away the broom when he left. He only leaned it against the sink – its disorganization in plain sight for anyone to see. The next day, you let him know about it…...three times. If this resonates with you, you’re probably driving Tony crazy. Tony, and everyone else.

It can be hard for some people to hand over the micromanaging reins and let their staff work autonomously. But a good rule of thumb is to trust people until they show you why you shouldn’t. When that happens, feel free to micromanage to your heart’s content.

A take my shift attendance policy encourages employees to find balance on and off the clock. It also encourages you to relax and trust in your staff. Don’t forget to sign up for our mailing list. We’ll provide ideas that merge play with pay.