Impact of micromanagement

All of us have some positive and negative experiences while working with our managers

While some managers have the best intentions at heart, respect for their employees and simply get carried away in managing their employees’ day-to-day work. But there’s a different breed of managers that the entire office fear, hesitate and despises their behaviors, they are called micromanages.

There’s a fine line between effective management and micromanagement, and, unfortunately, it’s one that is crossed all too often. If you’ve ever worked for someone who kept hovering over you every single second of the workday, monitoring your progress, checking your works, obsessing over every minor detail, and providing you with detailed instructions on how to do your job, you’ll know that crossing that line has some very dangerous and long-term side effects which injects you to start hating your work, job and workplace.

There are so many side effects of micromanagement like health problems arise, employees start changing their jobs, productivity gets affected, progress gets slow down, and creates an unhealthy environment.

Micromanagement will eventually lead to a massive breakdown of trust. Your staff will no longer see you as a manager, but a despot whose only desire is to wall up its staff until the only thing they see is the job. This crushing act breaks what little trust already exists between employee and manager. When trust is gone then you will face a serious loss of productivity, along with a loss of employees. Remember, trust is a two-way street: Your staff must be able to trust you as much as you trust them. Micromanagement destroys trust.

A micromanager has some of the same personality traits as a tyrannical boss. A tyrannical boss doesn’t give employees a chance to explain when something goes wrong. They make employees feel like it’s their fault. Employees become afraid to communicate with their boss because they’re reproached. In extreme cases, employees’ insecurity can become so severe that the employee fears they’ll lose their job because of the boss’ behavior and then they lose their concentration and can’t focus on work.

Here’s one big, yet simple reason that micromanagement is something you should never practice: It’s downright exhausting. Looking over so many shoulders every day will very quickly burn you out. Eventually, you’ll grow to hate your job, straight down to the very company that employs you. Hate it enough and you may even end up leaving it, never wanting to revisit a management role again. Sure, burnout is always a danger in any job. But the energy burned while micromanaging will ignite that wick faster than anything. And don’t forget, that burnout can infect those beneath you. Managers are not the only victims of burnout; as you flame out, you will very likely take your staff with you. Takeaway: Micromanagement is not only bad for your employees, but it can take a terrible toll on your physical and mental health. Take time to step back, breathe and realize that your team can handle its tasks without you constantly hovering over shoulders.

In summary, although managers should exercise control that control should come with clear direction and guidance for employees to follow. Managers should then allow employees to practice following the direction and guidance while asking questions as needed to perform tasks. As employees successfully follow the guidance, they are learning to be capable, confident and independent, and job satisfaction, creativity, and morales are high. This results in a win-win situation for the employee, the manager, and the overall organization.

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