Micromanage or Undermanage: Striking the Right Balance

Jason Quinnan, Project Manager, POWERS

Leadership is often a balancing act between control and autonomy. When leaders lean too far toward either extreme—micromanaging or undermanaging—it can hinder team performance, morale, and trust.

The question arises: is it better to micromanage or undermanage? The truth lies in finding a middle ground that empowers employees while maintaining accountability.

The Case Against Micromanaging

Micromanaging is often born out of good intentions—ensuring tasks are done correctly, minimizing mistakes, or meeting tight deadlines. However, the unintended consequences can be severe. Micromanagement erodes trust, stifles creativity, and reduces employee confidence. A team under constant scrutiny becomes disengaged, focusing more on meeting a manager’s immediate demands than on delivering innovative or meaningful results.

“People don’t leave bad companies; they leave bad managers.”

– Marcus Buckingham

This quote captures the essence of the issue. Micromanagement often signals to employees that their leader doesn’t trust them. Over time, this can lead to high turnover rates and a toxic workplace culture.

The Risks of Undermanaging

On the other end of the spectrum, undermanaging occurs when leaders fail to provide sufficient direction, oversight, or support. While it may initially feel liberating to team members, this hands-off approach can result in confusion, lack of accountability, and missed opportunities. Employees without clear guidance often feel abandoned, leading to frustration and decreased performance.
One study on employee engagement found that lack of feedback or leadership input is one of the leading causes of dissatisfaction at work. Undermanagement signals disinterest or a lack of investment in the team’s success, which can be just as damaging as excessive control.

Finding the Sweet Spot: Managing with Purpose

The best leaders navigate between these two extremes, practicing a management style that provides support, clarity, and accountability without stifling autonomy. Here’s how to strike the right balance:

1Set Clear Expectations:

Clearly define roles, goals, and outcomes so employees know what success looks like.
Use tools like performance reviews or project milestones to measure progress without constant oversight.

2Provide Support Without Taking Over:

Ask your team what resources they need to succeed and ensure they’re equipped.
Check in regularly without overshadowing their work. Use one-on-one meetings to stay informed and offer guidance.

3Empower Employees:

Delegate tasks with confidence and trust your team to execute them.
Encourage decision-making at all levels, allowing employees to take ownership of their work.

4Communicate Often:

Provide feedback that is timely, specific, and constructive. Avoid waiting until problems arise to engage.
Keep open lines of communication so employees feel comfortable asking for help or raising concerns.

The Real Question: What Does Your Team Need?

A better question than “micromanage or undermanage?” might be: “What does my team need from me right now?” Some projects or employees may require closer guidance due to complexity or inexperience, while others thrive with greater autonomy. The most effective leaders are those who adapt their approach to the situation at hand.

As Ken Blanchard once said, “The key to successful leadership is influence, not authority.” By building trust and offering support rather than wielding control, leaders can influence their teams to achieve outstanding results without overstepping or disappearing entirely.

Closing Thought

The choice between micromanaging and undermanaging is not a binary one. It’s about finding the balance that fosters trust, accountability, and growth. By adapting to your team’s needs and offering just the right amount of support, you create an environment where everyone can thrive.

Leadership is not about doing the work for your team or leaving them to fend for themselves; it’s about guiding them to reach their full potential. Strike that balance, and watch your team excel.