Not every manager is a good one. Some lack the ability to relate to their employees and feel they must exert excessive control or obsess over minutiae to control the workflow. This may or may not be necessary, depending on the situation.
Micromanagement is hard on employees. They feel they are constantly being judged and found lacking. It creates a tense and demoralizing atmosphere. Despite the negatives of micromanagement, there may be a few occasions where it may appear to be necessary.
One instance is when a small business owner hires their first employee. In this situation, the owner may feel the need to spend a large amount of time explaining how the business works. They may hope that the new hire will be able to run the business in their absence.
Micromanaging may also be needed when new hires lack valuable experience. Since they are new to their field, they will need training for their position as well as, training about the company's culture.
Some companies with a large number of employees may also find themselves micromanaging their staff, since they will be doing the majority of the work.
By micromanaging, owners/managers will gain the information they need to conduct evaluations and determine if each employee is suited to the position they are performing.
Often managers see no way around micromanaging. Small business owners may have trouble relinquishing control of projects or duties to new employees.
Starting a business may have been their dream and they have worked hard to see it to fruition. When they make new hires they feel the need to micromanage them because they are afraid that all of their hard work will be for nothing if the business fails.
Micromanaging is a tool in running a business. Knowing when and how long to apply it is important to the health of a business. Employees may tolerate it for a period but if it's done too long they may decide to move on.