Invariably, micromanaging results in four problems: deceit,disloyalty, conflict, and communication problems.
- John Rosemond
Micromanagement is a control tool used by the management of an organization to monitor and control employees’ work. In as much as an element of control is a very important element for all leaders,applying micromanagement as a constant strategy will always yield undesirable results. It destroys creativity and innovation.
The “result” of micromanagement is perhaps tangible in the short run, but more often causes damage for the long term. - Pearl Zhu.
Paying attention to details and ensuring that deadlines are met in a workplace is quite crucial. This is a necessary part of managing. The problem with micromanagers is that they apply the same level of scrutiny and intensity, if not more, in an everyday approach to work and tasks, whether warranted or not. Let’s face it, you need to stop.The approach not only harms your team’s morale but also their productivity at the end of the day!
Quite often than note, micromanaging will yield short term results! Over time, the strategy negatively impacts your organization, the team, and yourself. Eventually, you dilute your own productivity,and you run out of the motivation to get important thingsaccomplished. You literally stunt your team’s motivation anddevelopment, hence demoralizing them.
It doesn’t make sense to hire smart people then tell them what to do. We hire smart people so they can tell us what to do!
1. Lowers Morale
When employees are suffocated to a point that they can hardly make any decisions without their manager’s input, their morale to wake up every day and show up to work is usually zero. Do not bean employer who will push their employees to use the free wifi provided to apply for other jobs because they cannot stand where they are and who you are! You see, you may push a great employee out by simply micromanaging them.
2. Reduced Productivity
Constantly overlooking your employees’ shoulders leads to paranoia and lots of second-guessing at the workplace. Ultimately, it leads to dependent employees. Such Managers waste a lot of time checking what the employees are working on, hence drastically reducing employee productivity and response time.
3. Micromanagement make the best people quit
It is the desire for every employer to hire smart people. It is their desire to see them grow, as you capacity build. When such employees are micromanaged, they know it, and they cannot stand it. They are well aware of their skills, and wouldn’t want anyone to come in between who they are and what they can offer. As a result,they will begin to look out for themselves and engage other employers for opportunities. I believe no one wishes to lose such employees. Therefore, as an employer, keep an open line with your employees, create a conducive environment where they can speak to you regarding the company’s progress and changes. Always hear them out!
Remember, micromanagement is a complete waste of everybody’s time. It sucks the life out of employees, fosters anxiety, and creates a high stress work environment
It's all about what they say
These excuses lead to a disempowered, demoralized team. Instead of finding all the reasons why you should micromanage, consider why you shouldn’t.
As an employer, be keen on who you recruit, appoint, or promote as a manager. It is their job to offer support and guidance to the team. It is their primary role to foster a healthy working environment where the employee scan perform their very best. Do not be blind to your employee’s desire to make your company succeed. In return, recognize, appreciate, and most importantly, reward their efforts.
By Faith Nzomo
Business Development Manager, The Mint Hub