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5 Damaging Effects Micromanagers Have On Your Team – Do you have one on your team?

Leadership is an action that empowers people – not micromanagement.  Are you or your managers leading in a way that creates a culture of trust?  Often some managers believe they must have a hand in everything or they will lose control.   Yet it is counterproductive.  This behavior breeds mistrust among their direct reports and trust is the foundation for successful relationships, employee engagement and boosting the bottom line.

 “It doesn’t make sense to hire smart people and then tell them what to do. We hire smart people so they can tell us what to do.” ― Steve Jobs

As Brigette Hyacinth, author of The Future of Leadership: Rise of Automation, Robotics and Artificial Intelligence, shares micromanagement results in 5 damaging effects to your team:

  1. Decreased Productivity – When a manager is constantly looking over their employees’ shoulders, it can lead to a lot of second-guessing and paranoia, and ultimately leads to dependent employees.
  2. Reduced Innovation – When employees feel like their ideas are invalid or live in constant fear of criticism, it’s eventually going to take a toll on creativity. In cultures where risk-taking is punished, employees will not dare to take the initiative. Why think outside the box when your manager is only going to shoot down your ideas and tell you to do it their way?
  3. Lower Morale – Employees want the feeling of autonomy. If employees cannot make decisions at all without their manager’s input, they will feel suffocated. Employees that are constantly made to feel they can’t do anything right may try harder for a while, but will eventually stop trying at all. The effects of this will be evident in falling employee engagement levels.
  4. High Staff Turnover – Most people don’t take well to being micromanaged. When talented employees are micromanaged, they often do one thing; quit. No one likes to come to work every day and feel they are walking into a penitentiary with their every move being monitored.
  5. Loss of Trust – Micromanagement will eventually lead to a massive breakdown of trust. It demotivates and demoralizes employees. Your staff will no longer see you as a manager, but an oppressor whose only job is to make their working experience miserable.

Micromanagement sucks the life out of employees, fosters anxiety and creates a high-stress work environment. If you hired someone, it means you believe they are capable of doing the job, then trust them to get it done. A high level of trust between managers and employees defines the best workplaces and drives overall company performance. When you empower employees, you promote vested interest in the company.

 If you want results:  Select the right people, provide them with the proper training, tools and support, and then give them room to get the job done!

Interested in learning more about how to build trust?  Email us at aha@ahaleadership.com