Negative Impacts of Micromanagement in Organizations

Nowadays, in busy workplaces balance of supervision and personal ownership is essential. But yet tens of thousands still operate micro-managed organisations, the style in which managers desire full control over their employees work processes. It restricts innovation and also hurts employee satisfaction as well productivity. You have to ask why real, professional managers allow this sort of nonsense that has devastating implications on the success of your organization.

Interest: Why Micromanaging is More Harmful

Micromanagement occurs when a manager wants to keep everything under control because they do not trust the capabilities of their team. A leader who cannot manage his or her team without micromanaging (obsessing about small details, to the exclusion of bringing other big important things to mind) is just as bad. It destroys morale, causing talented people to just check out. Based on several surveys, companies that have high levels of micromanagement see increased employee turnover and lower job satisfaction leading to a reduction in productivity.

It also has other consequences that go beyond employee morale; a culture of micromanagement tends to be stifling and unreceptive to creativity. The fear of being critiqued or waved off means employees may not come forward with innovative ideas, solutions to problems. While collaboration is all about a culture, 'micromanagement' does the opposite it forges chain of conformity turning individuals into mere pumps in machine and killing volunteer spirit.

Desire: The Power of Need and Liberation.

A work environment where employees feel seeking opportunities, taking responsibility for and making decisions about a task was encouraged. This is not just a vision, it can be achieved with proper leadership and the elimination of micromanagement. When organizations are able to cultivate trust, they gift their people with the power to bring more of themselves — and in turn be present, engaged, and creative.

Managers should concentrate on making explicit objectives and decision criteria without adding constraints on how it is done. Fostering open communication leads to teamwork and trust across the team. What's more, enabling employees to be in charge of their work increases job fulfillment levels as you understand that they strive and own what they do well. This leads to improved productivity levels and higher performance within the organization.

Action: Adopting New Management Oriented Model

So, if you are able to identify the signs of micromanagement in your company now is time for change. Begin by creating a safe space for dialogue around management styles and asking your team what they need from you. If you listen to the employees who feel that they are being micromanaged, you can even fish out some practices on your part which have weakened their performance.

Leadership development courses can build the skills that turn every manager into a future work-from-home master by taking stress, assumptions about productivity and disbelief in remote working away. Instead, think about putting in place regular check-ins rather than broad oversight. Not only does this promote accountability, it also gives employees the outlet to create and better their work.

Also, acknowledge milestones and the efforts of your people. Deserving employees are also those who will likely flourish in an environment that gives them autonomy to put forth their best effort and be innovative.

Bills micromanagement kills employee engagement and organizational success. This antiquated style of management can be abolished and organizations, by fostering a culture of trust in teams will enable them to act with authority. The moral play is also a smart one – because it results in a more vibrant, innovative and joyful workforce.

Never have leaders need to evaluate their management practices more. Then are you ready to break free from micromanagement and build a thriving organization with this simple tool? Future of Work in Your Company relies on it.