Various factors drive micromanagement, including perfectionism, management skill issues, or managing team members with skill issues themselves.
Managers might struggle to relinquish tasks they're comfortable with or fear mistakes due to high standards. However, the long-term effects of micromanagement are detrimental, leaning to stress, burnout, and reduced confidence in leadership among subordinates. It undermines a manager's role and hinders teams from reaching their full potential.
How do you know you're a micromanager? You're probably having difficulty keeping your team motivated, delegating tasks, fixation on small details, or the desire to be consulted on every little decision.
Good Managers
As a good manager, you should establish clear quality standards, define roles, responsibilities and expectations, and outline the rewards for success and consequences for failure. A good manager doesn't need to micromanage people, instead, they periodically lay down firm guidelines: deliver results and be rewarded, fail to meet expectations and face consequences, it's a straightforward principle that has stood the test of time. So use it.