Taking charge and control over every part, however small, of your assigned accountabilities (i.e., micromanage) can be stressful if you have a broad mandate.
Typically, the larger your span of control, the more support you have available to draw on. Micro-managing in this case is not only stressful to you but harmful to others.
Turn-over
If you are a leader, those associated with you will typically dislike micro-management. It leads to the question “ Why am I here?” It also demonstrates a lack of trust.
The result is team members leave, at a high rate. You replace them but the replacements leave, and so on. Turn over off 100% in the course of a year would not be unheard of.
Quality
The efficiency and effectiveness of a group become greatly diminished when the expectation of them is clearly do this or do that.
Creativity and innovation are quashed. The leader seeks to control everything and is not open to others ideas or methods. Alternate methods, even if they are a more amenable way to the person performing them are not allowed.
The theme that prevails is the leaders way or the highway. High turn over rates illustrate this is not just a saying but reality.
Do it Yourself
Many workplace studies of new leaders challenges have found one of the greatest difficulties they have is getting things done through others. Doing it yourself, your way is so much easier and often more self satisfying.
Sadly though this approach is neither sustainable nor as noted does it result in high quality, innovation or creativity. However, the leader may feel good about themselves.
