Trust is the basis of every relationship, either personal or professional, and it’s very hard to get back when is lost. A manager who controls his subordinates at every move and signals any small deviation, but never the effort and performance, ever will provide the confidence that people need to work together for a common goal.
Micromanagers are toxic for business and for employees. They try to hold control, suffocate the opportunity and innovation and encourage poor performance. Often, organizations seem to prefer such people who appear efficient and can produce short-term results. But, in the medium and long term, it damages far more than the initial benefits.
10 Signs of Micromanagement
- Doesn’t delegate;
- Interferes in the work for which others are responsible;
- Looks at details instead of the overall picture;
- Discourages others from making decisions;
- Gets involved in the work of others without consulting them;
- Monitors the less important aspects and awaits reports on insignificant actions;
- Ignores the experience and know-how of his colleagues;
- Loses people’s involvement and loyalty;
- Focuses on wrong priorities;
- Has a demotivated team.
5 Harmful Effects of Micromanagement
When a manager constantly looks over the shoulders of employees can generate a lot of suspicions that lead, in the end, to dependent employees. In addition, such managers spend a lot of time giving indications and intervening in the employees’ workflow, which will drastically reduce response and efficiency.
Low creativity
If employees feel that their ideas are invalid or live with a constant fear of being criticized, innovation and creativity will reach odds. In cultures in which risk-taking is blamed, employees will not dare to take the initiative. Why think outside of the box if your boss will only destroy your ideas and tell you to do his way?
Decrease motivation
Employees look for autonomy. If they can’t take decisions at all without the direct involvement of the manager, they will feel suffocated. A person who is constantly made to feel that can’t do anything good will try a long time, but he will stop in the end. The effect will obviously be a low level of motivation and involvement.
High staff fluctuation
Many people do not tolerate micromanagement well. When talented employees / specialists are subject to a boss who approaches micromanagement, they often do one thing: quit. Nobody likes to come to work and feel like in a prison where everything is monitored.
Loss of trust
Micromanagement inevitably leads to loss of trust. Demolishes and demoralizes employees. The team no longer looks at the boss as a manager, but as an oppressor whose only job is to make their working experience awful.
Micromanagement creates toxic environments and encourages mediocrity. If you want performance, select the right people, give them the necessary tools, support and training and especially space to do their job.