Strong leadership is essential in any organisation — whether you’re running a workplace, coordinating volunteers, or supporting a community group. One of the most common leadership challenges is the temptation to micromanage: keeping a close eye on every detail, checking constantly, and giving very little room for others to make decisions. It often comes from a place of wanting things done well, but research consistently shows that micromanagement is one of the least effective leadership styles.

What Is Micromanagement?

Micromanagement happens when a person in authority:

• Oversees small details instead of focusing on the bigger picture
• Frequently checks up on tasks that are already assigned
• Gives little to no autonomy in how work is completed
• Makes all decisions themselves instead of delegating

It might feel efficient in the moment, or it might be a sign that the person feels a need to maintain control.

Why Micromanagement Is Ineffective

1. It Reduces Productivity

When people feel like every detail is monitored, they spend more time getting approval than completing the task. Studies in workplace psychology show that low autonomy slows down efficiency and reduces the quality of work.

2. It Damages Motivation

A sense of trust is one of the biggest drivers of motivation. Micromanagement sends the message that a person’s judgement isn’t valued. As motivation drops, so does confidence, and this means fewer ideas, less initiative, and less enthusiasm.

3. It Increases Stress

High pressure and constant supervision create an environment where people feel they can’t make mistakes. This leads to anxiety, burnout, and sometimes even people stepping away from roles altogether.

4. It Stifles Growth and Learning

People learn best by doing. When others take over tasks or make every decision themselves, the team misses out on learning opportunities. Over time, the group becomes less capable and more dependent on the leader.

5. It Undermines Trust

Trust is a cornerstone of teamwork. Micromanagement weakens relationships by creating a dynamic where people feel scrutinised rather than supported.

What Works Better?

Great leaders empower others to succeed. Research shows that teams perform best when they have:

Clear expectations

Everyone needs to understand what the goal is and what a successful outcome looks like.

Autonomy

Let people decide how to complete a task. This builds confidence and ownership.

Supportive check-ins

Instead of constant oversight, schedule regular, calm check-ins where people can ask questions and share progress.

Opportunities for responsibility

Delegating tasks helps develop skills, builds trust, and strengthens the team as a whole.

Encouragement and recognition

Celebrating effort and achievement boosts morale and reinforces positive behaviour.

What This Means for Team Member and Volunteers

In any workplace, community group, or volunteer setting, leadership is all about helping people grow. Whether you’re coordinating a team, running a project, or organising an event, giving others room to contribute strengthens the group and builds future leaders.

Micromanagement might feel like a way to ensure everything is perfect, but supportive, trust-based leadership creates a far more capable, confident team.

Empower people. Guide them. Trust them.

That’s where real leadership shines.