Micromanagement is a management style characterized by excessive focus on observing and controlling subordinates and obsession with details. It is generally considered to have a negative connotation, suggesting a lack of freedom and trust in the workplace, and excessive focus on details at the expense of the "big picture" and larger goals. Here are some key features of micromanagement:

• Excessive supervision and control: Micromanagers have a pattern of behavior marked by excessive supervision and control of employees’ work and processes, as well as a limited delegation of tasks or decisions to staff.

• Obsession with details: Micromanagers are typically overly obsessed with information-gathering and exaggerate the importance of minor details to subordinates.

• Avoidance of delegation: Rather than giving general instructions on smaller tasks and then devoting time to supervising larger concerns, the micromanager monitors and assesses every step of a process and avoids delegation of decisions.

• Lack of trust: Micromanagers usually avoid giving decision-making power to their employees and are usually irritated when a subordinate makes decisions without consulting them, even if the decisions are within the subordinates level of authority.

• Negative impact on employees: Being micromanaged can reduce an employees confidence, extinguish autonomy, and severely impact creativity. At worst, being micromanaged can lead to employees seeking work elsewhere, or even lead to anxiety, stress & depression.

If you are dealing with a micromanager, there are ways to manage them. You can try to communicate with them and explain how their behavior is affecting you and your work. You can also try to build trust by demonstrating your competence and reliability. If all else fails, you may need to escalate the issue to a higher authority.