For this slideshow, Mark Hozza describes the characteristics of a micromanager in the workplace and how they can hinder the creativity of their employees.

1. Micromanagement:
T h e C r e a t i v i t y K i l l e r
Mark Hozza

2. We’ve all encountered a micromanager at some point or
another, as they are found in every industry and at every
level of employment. This negative connotation associated
with the word “micromanagement” is for a good reason –
this way of managing kills creativity and stifles alternative
ways of thinking that would otherwise be good for business.

3. In order to get better and have a more productive workplace,
some level of risk must be taken. Micromanagers are less likely
to be open to change.
When it comes to conducting business, playing it safe will
never lead the company to new or innovative ideas and will
continue to suppress creative ideas.
Micromanagers
believe in zero-risk
environments

4. Micromanagers think
all employees work the
same
A micromanager as a supervisor can also be nerve-
wracking and stressful, as the person in charge has a
specific way he or she would like the employee to
complete each task even though each person works
differently.
This sort of one size fits all work creates a boring and
uninspired work environment.

5. Workers that don’t feel like they can contribute, are expected
to work the same as every other employee feel like they are
always being watched will likely grow feelings of distrust for
the micromanager because he or she distrusts their
employees. The chances that employees will be unsatisfied
with their current job will likely increase and the employee’s
willingness to work harder to achieve the goals of the company
will decrease.
Micromanagement
can lead to feelings
of distrust

6. While it may seem like a productive management
style to some, micromanaging a group of
employees is not a good way to run a workplace
because it stifles creativity and hinders any
innovation that would otherwise be possible.
Mark Hozza