Stop Calling It Micromanagement
Stop Calling It Micromanagement: Sometimes, It’s Just Management
Micromanagement gets a bad rap, and often for good reason.
Nobody wants a boss breathing down their neck, questioning every decision they make, or rewriting their emails (I've been there). That kind of behavior creates resentment, stifles creativity, and drives good people away.
But lately, I’ve noticed a different problem: Leaders are so afraid of being labeled a micromanager that they’ve stopped managing altogether.
They hesitate to give feedback.
They avoid holding people accountable.
They let underperformance slide.
All in the name of “not micromanaging.”
Let’s be clear: there’s a big difference between micromanagement and leadership.
What’s Micromanagement, Really?
Micromanagement is about control and insecurity. It’s hovering. It’s obsessing over every small task. It’s stepping in not because the employee needs help, but because the leader can’t let go.
That’s not leadership. That’s fear.
What About Real Management?
Real management means:
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Setting clear expectations
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Following up on commitments
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Giving feedback - often
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Stepping in when someone is struggling
- Holding one-on-one meetings
If someone is new to the role, they need more attention.
If someone is underperforming, they need more support.
If someone has proven themselves, give them space and let them run.
That’s not micromanaging. That’s being an engaged leader.
Sometimes, You Should “Over-Manage”
Let’s take a new manager as an example. They’re learning the ropes, figuring out how to lead a team, and trying to juggle it all. If you don’t stay close, they’ll flounder. They’ll miss deadlines, make bad decisions, or burn out. That’s not helping them - it’s avoiding your job.
Managing someone closely, when it’s needed, isn’t a sign of weakness. It’s a sign of leadership.
How to Know When to Step In (or Step Back)
Ask yourself:
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Has this person earned autonomy through performance?
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Do they know what success looks like?
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Are they consistently meeting expectations?
If yes, back off.
If no, lean in.
Micromanagement is about control.
Leadership is about support.
Know the difference. And don’t be afraid to manage your team.
Ryan Giles
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