In my experience, due to micro management maximum performance will go down. Team management and team leadership is very important than micro management, we need to convey the team the requirements of delivering quality and on time, so that we get better performance and results.

As an experienced Project leader, I believe micromanagement often stems from a lack of trust or clarity in delegation, and it can indeed hinder growth. When a team member expressed feeling micromanaged, I reevaluated my approach. Instead of dictating tasks, I began setting clear expectations, defining deliverables, and allowing them to determine how to achieve results. In one of my projects, during project implementation, I shifted from daily check-ins to weekly progress reviews, focusing on outcomes rather than process. This empowered the team member, boosted their confidence, and improved performance. Bottom line- trust your team, provide guidance, and let them take ownership to unlock their full potential.

Do not overburden your subordinates with your own thoughts. Give them liberty to act as their own. Let them take responsibility and make them answerable for their act. Let them feel that as a Team leader, you rely on them and have a great faith in them too.

En mi experiencia habiendo liderado más de 1.000 tiendas en diversos sectores la delegación es clave. Es fundamental trabajar bien la comunicación, establecer procesos simples, formar a los directivos y managers para que puedan funcionar con autonomía. Y por supuesto, crear una cultura donde las personas se sientan valoradas y orgullosas de trabajar en esa empresa. Hasta el punto de recomendarla a sus familiares y amigos como un gran sitio para trabajar.

Leader in true sense is one who is self assured and confident in his or her own abilities , if an individual is confident and are not threatened by their potential team members then they would delegate responsibilities of course based on their skillset and also would give space to an individual believing that he or she would fulfill that task on time and achieve desired results. A true leader always treats their team members the way he/she would want his/her boss to treat him/her.

Trust your team member There is fine line between micromanagement and being supportive. It will put pressure on them which will result in poor productivity. There are some members who will not take the work seriously where others will compensate to complete the work. We have to identify and make them work on time so that others will not feel burden. Micro management is also a tool to get the work done use it wisely.

If a team member feels micromanaged, it might indicate that your delegation style is overly controlling, potentially hindering their growth and autonomy. Reflect on whether you're assigning tasks with clear outcomes while allowing flexibility in execution. Effective delegation involves trust, empowering your team to make decisions, learn from mistakes, and develop their skills. Adjust your approach to balance guidance with independence, fostering their growth and confidence.

In my experience, I have seen that team members who are micromanaged have a very slow growth rate. Micromanaging team members hinders their ability to be truly expressive and productive. Often times, these team members tend to leave most of the tasks undone. Also micromanaging team members hinders ingenuity and initiatives. As a project manager, I would recommend communicating project goals and objective clearly to all team members and then limiting your PM role to supervision, people management and support.

Micromanagement can stifle creativity and confidence, potentially hindering growth. Consider empowering your team members with autonomy while providing support as needed.