Thanks for taking the time to read this! The fact that you’re here means it’s our responsibility to keep you engaged.
To be honest, I’m writing this for myself (therapy, if you will), but the topic of “Control Freaks” or “Micromanagers” comes up so often in hiring and retaining talent that I thought it deserved some exploration. I’m naturally curious, so let’s dive in.
First, let me say: if you identify as a control freak or have been affected by one, there is help out there – and you are not alone! :-)
So, What Is a Control Freak?
Here’s what I found:
“A control freak is a person who feels a strong need to be in control of situations, tasks, or people, often to the point of micromanaging or controlling others. They may struggle to delegate or trust others to handle responsibilities and often insist on having things done their way, believing it’s the best or only way to achieve the desired outcome.”
Phew. Glad I got that definition out of the way – it’s an ugly read!
Before I start.. here’s my counterpoint: I know some incredibly successful, headstrong control freaks who have built amazing businesses. It’s not all bad – it just needs to be deployed at the right time, with the right people, and communicated effectively.
Like the BBC we want to keep things a little bit balanced!
What Makes People Control Freaks?
This is the fun part. I’m no psychologist, but here’s what I’ve observed:
1️⃣ The “It’s Just Who I Am” Control Freak These people have always been this way and likely always will be. The key for them is to acknowledge this tendency and work on self-awareness. They should hire people who thrive in this kind of environment, be honest about their nature, and put effort into improving.
It’s tricky – these individuals want to change, but it’s really hard for them! Sometimes these people don’t even know its who they are! It can be masked by passion and energy to succeed.
2️⃣ The Capable Control Freak This isn’t necessarily a bad type! These people tend to be:
- Highly successful and capable, and
- Unable to trust others straight away to take over tasks.
They do things so well that it’s hard to find someone who can meet their standards.
These folks are a “slow burn,” but worth the effort. They need to hire great people, give them a chance to impress, and then gradually relinquish control to allow growth.
You need to get the change to prove yourself and tell them that is what you are going to do.
3️⃣ The “Is It You?” Control Freak This one’s controversial. Sometimes, a control freak micromanages because they don’t trust youor your ability. Figuring out why this is and addressing it directly is crucial. If it’s just behaviour they show with you then understanding out why is really important.
4️⃣ The Circumstantial Control Freak These people micromanage when under pressure, when asked to, or when they’re worried about poor performance. For example: “The results have dipped – let’s get back into the detail.”
This often stems from business culture rather than their personality. If a company claims to value empowerment and autonomy but shifts to control mode when things go wrong, it says a lot about its true culture.
These situations can come and go. It’s more whether you have the energy to ride the storms!!
5️⃣ The Bad Recruiter This type hires quickly & poorly, ends up with incompetent team members, and has no choice but to micromanage them. It’s a vicious cycle of chaos!
So, What Are the Risks?
1️⃣ People get annoyed with micromanagement – even if you don’t realise it. And yes, people leave companies because of this.
2️⃣ You block better ideas from emerging. People want to contribute!
3️⃣ You stifle creativity and growth. “Do it this way, please” leads to stagnation.
4️⃣ Why hire great people if you’re just going to tell them what to do?
5️⃣ You run out of capacity for new things because you’re too busy in the weeds.
6️⃣ If you’re too focused on the details, who’s setting the vision?
7️⃣ Good people will leave if they can’t grow.
8️⃣ You can’t be an expert in everything, so don’t try!
Advice
When hiring or being hired, it’s vital to understand the company culture, your manager, and the leadership style. It baffles me when people don’t – because the truth will be revealed pretty quickly from both sides when you start working together,
Identify what kind of control freak you’re dealing with.
The most challenging type is #1: the “It’s Just Who I Am” control freak. However, types 2, 3, 4, and 5 can be addressed and improved with effort.
Ultimately, the key to navigating this is communication. Be brave enough to give and receive feedback.
