How Does Micromanagement Negatively Affect Employees in Workplace
by Chloe Chan
Feb 2, 2023
at 3:57 PM
What is the meaning of micromanagement
Micromanagement is a management style where the manager closely supervises and controls all aspects of an employee's work. Micromanage can involve:
Setting detailed guidelines and procedures.
Monitoring progress frequently.
Frequently intervening in the employee's day-to-day tasks.
Micromanaging often leads to a lack of trust and autonomy, decreased motivation, and reduced productivity, as it can demotivate and stifle creativity. In contrast, an effective management style focuses on setting clear expectations, empowering employees to take ownership of their work, and fostering an environment of trust and open communication.
Why do employers micro-manage
Employers micro-manage for various reasons, including:
Lack of trust: An employer who micromanages may need to trust their employees to perform their duties effectively, especially their underperforming employees. Hence, they feel the need to closely supervise them.
Need for control: Some employers want to maintain control over every aspect of their business and feel micromanaging is the only way to do so.
Inadequate training: Employers who micromanage may believe their employees need to gain the skills or knowledge to perform their tasks. Hence, they step in to ensure things are done correctly.
Poor communication: Employers who need to clearly communicate their expectations and delegate tasks effectively may end up micromanaging.
Fear of failure: An employer who micromanages may fear the consequences if things go wrong, so they take a hands-on approach to minimize the risks.
Examples of micromanagement
Examples of Micromanagement include:
Closely monitoring an employee's every move and questioning their actions.
Setting detailed procedures for every task and not allowing for any deviation.
Checking in frequently and requiring frequent updates on progress.
Not delegating tasks and instead doing them oneself or closely overseeing the work of others.
Interfering with an employee's work and making decisions that should be left to the employee.
Not allowing employees to take the initiative or make decisions on their own.
Not providing employees with the resources and support they need to complete their tasks effectively.
Constantly changing goals, expectations, and deadlines.
Not providing constructive feedback but instead criticizing every mistake or misstep.
Reasons why micromanagement can negatively affects employees
Decreased Motivation: Micromanagement can lead to reduced motivation among employees, making them feel like their work is not valued or trusted.
Reduced Creativity and Innovation: Close monitoring and control of work processes can stifle creativity and discourage employees from taking risks and trying new ideas.
Decreased Trust: When employees feel like they are constantly being watched and monitored, it can erode trust in the manager and the company.
Loss of Autonomy: Micromanagement takes away employees' autonomy, making them feel they need to be trusted to complete their work independently. This can lead to a lack of pride in their work and decreased job satisfaction.
Decreased Opportunity for Growth and Development: When employees are closely monitored and controlled, they may need more opportunities to learn and grow in their roles. This can lead to decreased job satisfaction and limit their potential for advancement within the company.
Decreased Productivity: Constant interruptions and close monitoring can be distracting and disruptive, leading to reduced productivity.
Increased Employee Turnover: A hostile work environment can lead to increased employee turnover, which can be costly and disruptive to the organization.
Is micromanagement the only option...
In other words, micromanagement is ineffective, and managers must refrain from implementing it in the workplace. Instead, they should focus on creating a positive and supportive work environment, fostering trust and open communication, and empowering employees to take ownership of their work.
Here are some alternatives to micro-managing employees:
Empowerment: Give employees the authority and responsibility to make decisions and take ownership of their work.
Clear Communication: Set clear expectations and communicate regularly with employees to ensure they understand what is expected of them.
Trust: Foster an environment of trust and open communication, and let employees know they are trusted to do their work effectively.
Support and Resources: Provide employees with the resources and support they need to complete their tasks effectively.
Feedback: Provide regular, constructive feedback that helps employees improve and grow.
Delegation: Delegate tasks and responsibilities to employees, allowing them to take on new challenges and responsibilities.
Flexibility: Allow employees to work in ways that suit their individual needs and preferences while ensuring they meet the goals and expectations of the company.
By implementing these alternatives, managers can create a positive work environment that supports employee motivation, creativity, and productivity.
Tips on micromanagement
#1 When should employers micromanage employees
In some limited cases, micromanagement may be necessary, such as when working with new or inexperienced employees or when dealing with complex or high-stakes tasks. However, even in these cases, it is crucial to balance close supervision with trust and autonomy and to move away from micromanagement as soon as possible.
Ultimately, the decision to micromanage should be based on a careful assessment of the individual employee and the situation. It should only be used as a last resort. In most cases, a more effective approach is to support and empower employees and foster an environment of trust and open communication.
#2 How to be a good micromanager
If you have been tasked with micromanaging, or if you find it necessary in certain situations, there are some steps you can take to be a "good" micromanager:
Set clear expectations: Clearly communicate each task's goals, expectations, and deadlines to ensure that employees understand their expectations.
Provide resources: Ensure employees have the resources and support to complete their tasks effectively, including the tools, training, and information they need to succeed.
Foster open communication: Encourage open and regular communication, and provide employees with the opportunity to ask questions, provide feedback, and express their concerns.
Provide feedback: Don't be a poor manager; offer regular, constructive feedback that helps employees improve and grow in their roles.
Foster trust: Foster an environment of trust and respect, and avoid micromanaging employees unnecessarily. Be what we call engaging managers to your employees.
#3 When to stop micromanaging
It is necessary to stop micromanaging employees as soon as possible. This management style can negatively affect employees in many ways. Here are some signs that it may be time to stop micromanaging:
Improved employee performance: If you have been micromanaging employees and noticed an improvement in their performance, it may be time to start trusting them to complete their work independently.
Decreased employee satisfaction: If you have noticed a decline in employee satisfaction and engagement, it may be a sign that micromanagement is having a negative effect.
Decreased efficiency: If micromanaging has led to decreased efficiency and productivity, such as a decrease in the number in the employee attendance system, it may be time to step back and give employees more autonomy.
Increased employee turnover: If you have noticed an increase in employee turnover, it may be a sign that micromanagement is driving employees away.
Improved trust and communication: If you have fostered an environment of trust and open communication, it may be time to step back and let employees take ownership of their work.
