Micromanagement means a pejorative term referring to excessively close supervision and control of the little elements of the activity and performance of a person. In general, micromanagers avoid handing decision-making authority to staff and may be too concerned with gaining information by pressing employees to report regularly, and often superfluously in detail (HRZone, 2013).  

Behaviors of Micromanagement 

In research from Oster (2021), When a manager exhibits the following actions or attributes, he or she is regarded as a micromanager: 

  • No trusting others to make decisions: Trust is more challenging for some than others, but for a successful organization it is necessary. You must have faith in your team to ensure that you really can certainly trust. You will have fewer barriers and projects will progress faster if you trust other people to make decisions along the route. 
  • Doing it by yourself than delegate: Do you find it easier for you than someone else to do a task yourself? Perhaps you are worried that when somebody takes on a task, it would be dissimilar from you. 
  • Complaining about small details: All the time is detrimental to your well being, and it will draw your positive energy team away.  
  • No taking the time to provide helpful comments: If you are often unhappy with the performance of personnel. You told them, but they still make the same mistakes. Take the opportunity to deliver constructive comments, which demands a good emotional understanding, tact and communication skills. 
  • Difficult to meet deadlines: This is an outgrowth of the aforementioned numerous problems, it is what happens if you continually micromanage your staff. Your lack of confidence in your personnel and all your approvals wait, projects are postponed, and deadlines not being fulfilled. 

Hawthorne Effect and Micromanagement 

In closely observing the employees the Hawthorne effect and micromanagement is identical. Micromanaging emphasizes the continual observer of the work and monitoring of your team members (Wilkins, 2017). And a micromanager is preoccupied with the need to monitor everything his workers do, and work is not done to their standards more frequently than not (Oster, 2021). 

The observers also monitor the employees in both observational techniques and the employees know that they are being monitored. The Hawthorne effect and micro-management have a similar impact when they are closely watched, of improved production. Micromanagement also has undesirable consequences since it can lead to excessive stress, low morality, and hindrance to output (Haynes, 2017). 

Though Mayo’s research gave an insight into the alertness and productivity of workers, it was not the result of the initial premise of the study that lighting differentiates in the workstation (Shuttleworth, 2009). 

How Managers Can Increase Motivation and Build Trust? 

In research from Stobierski (2021), a manager should avoid micromanagement and be a better manager by following to below tips: 

Practice consistency: Positive results may be achieved by following work procedures in your business. 

  • Do not be afraid to do adjustment: A procedure for the sake of the process is one of the worst faults that companies make. The statement “We did it this way,” for any business process, is not sufficiently justified. 
  • Look for opportunities to innovate: Perhaps an invention may make the difference between a profitable business and a leader in the industry. 
  • Embrace leadership principles: Be a leader, not a commander. 
  • Stay flexible: Accept that change is unavoidable, get confidence and, when feasible, overcome constraints. 
  • Improve your communication skills: To properly manage the objectives of your team, strong communication skills will be vital. 


One may get to the notion that the production would rise if one continuously observed his staff. Micromanagement is a form of employee observation. But contrary to what we would assume, this kind of management style has proved itself to contribute, in the long run, to a reduction in production. Staff have fewer moral qualifications, less influence, and may even feel unable to carry out their duties. 


Haynes, A. (2017, March 8). 7 Warning Signs You’re the Dreaded Micromanager. Entrepreneur. https://www.entrepreneur.com/article/289699 

HRZone. (2013, July 26). What is Micromanagement? https://www.hrzone.com/hr-glossary/what-is-micromanagement 

Oster, M. (2021, January 20). Am I a Micromanager? 9 Signs of Micromanagement. WorkPatterns. https://www.workpatterns.com/articles/micromanager-behavior/ 

Shuttleworth, M., (2009, October 10). Hawthorne Effect – Observation Bias. Explorable. https://explorable.com/hawthorne-effect 

Stobierski, T. (2021, April 8). How to Be a Better Manager: 11 Crucial Tips. Bachelor’s Degree Completion. https://www.northeastern.edu/bachelors-completion/news/how-to-become-a-better-manager/ 

Wilkins, M. M. (2017, November 11). Signs That You’re a Micromanager. Harvard Business Review. https://hbr.org/2014/11/signs-that-youre-a-micromanager 

Folks Blogger (January 20, 2022) Micromanagement. Retrieved from https://folksblogger.com/2021/07/11/micromanagement-hawthorne-effect/.
"Micromanagement." Folks Blogger - January 20, 2022, https://folksblogger.com/2021/07/11/micromanagement-hawthorne-effect/
Folks Blogger July 11, 2021 Micromanagement., viewed January 20, 2022,<https://folksblogger.com/2021/07/11/micromanagement-hawthorne-effect/>
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"Micromanagement." Folks Blogger - Accessed January 20, 2022. https://folksblogger.com/2021/07/11/micromanagement-hawthorne-effect/
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