The Trouble with Micromanagement

Micromanagement does no favors to employer branding. However, faculty and staff may be willing to be the brand ambassadors of their campuses if their leaders knew how to…dance? There is a practice called followership which is the set of employee behaviors that influence how leaders lead. So, what happens when leaders micromanage? 

Sharna Fabiano, a certified leadership coach, uses her experience as an internationally recognized tango artist to help leaders understand how to work productively with their people. As the chair of the International Leadership Association’s Followership Member Community, Sharna helps us understand what followership is, why micromanagement is received so negatively by employees, and how leaders can invite their employees to “the dance floor” to foster more collaborative and productive work environments.

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Key Takeaways

• Followership is Active and Influential: Good followership is more than passively taking orders—it’s an active, engaged role that contributes to the team’s success.
• Micromanagement Undermines Trust: Micromanagement erodes trust, engagement, and productivity, often leading employees to disengage or even leave.
• Leaders Need Emotional Intelligence: Recognizing nonverbal cues and fostering open dialogue are key to avoiding micromanagement and building trust.
• Balance Hierarchies with Human Value: While organizational hierarchies exist for efficiency, leaders must remember that all employees are equally valuable as humans.
• Invite, Don’t Command: Leadership is about inviting collaboration, not controlling outcomes—a mindset shift that creates a more harmonious team dynamic.

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What Is Followership and Why Does It Matter?

Followership might not be a familiar term to everyone, but as Sharna Fabiano explains, it’s just as important as leadership. Using a favorite definition from Mark and Samantha Hurwitz, Sharna frames leadership as “setting the frame” and followership as “creating within the frame.” This analogy highlights the active role of followers in shaping outcomes.

Good followership is intentional—it involves asking questions, voicing concerns, and contributing meaningfully. Sharna also emphasizes that followership is not just about taking directions; it’s about influencing outcomes. Great teams succeed when both leaders and followers understand their roles and responsibilities, creating a dynamic where everyone has a voice and a role in the group’s success.

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Why Is Micromanagement So Toxic?

Micromanagement is universally disliked because it undermines a fundamental human desire for autonomy. Employees subjected to micromanagement often feel disrespected and mistrusted, leading to disengagement and resentment. Eddie shares his personal experience of feeling micromanaged and the resulting loss of trust in his leader.

Sharna adds nuance to the discussion, noting that what one employee perceives as micromanagement may be seen as helpful by another. The key is understanding the needs of individual team members and striking the right balance. Leaders often don’t realize they’re micromanaging because they interpret their actions as supportive. This perspective gap is a significant contributor to the problem.

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How Can Leaders Avoid Micromanagement?

Emotional intelligence plays a critical role in avoiding micromanagement. Leaders who are attuned to their team’s nonverbal cues can adjust their approach in real-time. However, some employees may mask their feelings out of fear, making it crucial for leaders to foster a culture of open dialogue.

Sharna suggests a proactive approach: leaders should explicitly invite feedback and make it safe for employees to share their experiences. Creating an environment where employees feel respected and valued is the antidote to micromanagement.

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Turning Micromanagement Into Engagement

For leaders looking to turn things around, Sharna advises starting with a mindset shift. Leadership isn’t about making employees do something; it’s about inviting them to collaborate. This subtle but powerful shift in perspective can transform workplace dynamics.

She also draws a compelling parallel to dance. On the dance floor, leaders guide, but they don’t dictate every move. They invite their partners to respond and bring their unique style to the performance. This analogy illustrates how leaders can balance guidance with freedom, creating a partnership based on mutual respect and trust.

Finally, leaders can strengthen relationships by acknowledging their mistakes and committing to improvement. Reading resources like Lead and Follow or Leadership is Half the Story can provide valuable insights into the interplay of leadership and followership.

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What Are the Consequences of Micromanagement on Employee Engagement?

Micromanagement significantly impacts employee engagement. Disengaged employees often “check out,” leading to lower productivity, reduced quality of work, and a breakdown in communication. In extreme cases, frustration can lead to acts of sabotage or toxic behavior.

Leaders must recognize that not all employees have the option to leave, and unresolved issues can fester. By prioritizing respect, open communication, and collaboration, leaders can mitigate the negative effects of micromanagement and create a more supportive work environment.

This Episode is Brought to You By Our Friends at Ologie

In higher education, it’s almost impossible to truly stand out. Ologie gets it. As a branding and marketing agency that focuses on education, they understand that what makes you authentic, is also what makes you distinct. 

Ologie offers award-winning creative, smart strategy, innovative thinking, and expert digital marketing. Most of all, they’ll help you connect with your audiences, bring your stakeholders together, and achieve the results that matter most to you.

Want to find out more about how you can build a compelling brand or campaign? Visit ologie.com.

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