I remember that time vividly – when I officially became a manager for the first time, but in reality, I was living in a constant state of control. I wasn’t just working – I was on duty. Watching every word, every email, every deadline. It felt like if I didn’t double-check everything, things would fall apart. That the team couldn’t handle it. That failure would be my fault.
That’s exactly what micromanagement is. And it destroys much more than just complex workflows or heavy workloads.
If you’re not leading but constantly monitoring, not trusting but rechecking, not delegating but taking everything on yourself – not because you want to, but because you don’t know how to do it differently yet – keep reading.
You tell yourself it’s temporary, that once the team gets used to things, it’ll get easier.
But that moment never comes. Because micromanagement isn’t about the external situation – it’s about internal anxiety.
What is micromanagement really?
It’s not just “being in control”. It’s a mindset – a leadership style rooted in fear. Fear that no one will manage. Fear that things won’t be done your way. Fear that if you loosen your grip, you’ll be seen as ineffective.
Micromanagement is when you don’t set direction – you hold hands. You don’t inspire – you dictate.
You don’t develop the team – you limit them, often without even realizing it.
Who tends to fall into micromanagement?
- New managers who haven’t yet built trust – with themselves or others
- Founders of small businesses, where every mistake feels personal and risky
- Perfectionists, whose mantra became “if you want it done right – do it yourself”
- And those who’ve spent years under tight control and now don’t know how to let go
It’s important to understand: micromanagement isn’t about efficiency. It’s an anxious attempt to control what feels uncontrollable.
Why is it so damaging?
At first, it feels like you’re helping. Then you get tired. And then you burn out.
- The team gets used to not doing anything without you
- People lose motivation and stop taking initiative
- You get buried in the day-to-day and can’t lift your head for strategic thinking
- Tension builds up – on both sides
- And the worst part – no one is really growing. Or they grow painfully slow
What to do if you see yourself in this?
First of all – don’t beat yourself up. You’re not a “bad” manager. You just haven’t figured out your leadership style yet.
And that’s a skill – one you can absolutely develop.
Where to start:
- Acknowledge it: yes, I tend to micromanage
- Ask yourself: what’s underneath it – fear, insecurity, perfectionism?
- Restructure your processes so delegation feels safe, not chaotic
- Learn to give feedback, not micro-edits
- Shift from control to support
- Practice letting go – with clear boundaries, but space inside them
Mature leadership is not about perfect control
It’s about trust. About partnership. About letting people make mistakes – and learn from them.
It’s about standing beside your team – not above them. It’s about clarity, safety, and growth – both theirs and yours.
You don’t have to know everything. You don’t have to do it all alone. You became a manager not to carry everything – but to build a space where growth is possible.
Just give yourself that permission to start moving in a different way.