Micromanagement, while often well-intentioned, can have several negative consequences in the workplace. One major issue is decreased morale and motivation among employees. When workers feel like they are constantly being scrutinized and their every move is being controlled, it can lead to feelings of frustration, disempowerment, and lack of trust in their abilities. This can result in decreased productivity and creativity as employees may feel stifled and demotivated to perform at their best.
Everyone Hates a Micromanager
No one likes to be micromanaged, but that is what happens in most organizations when leaders manage people instead of their promises, says management trainer Eric Papp. His new book, Manage Promises Not People: How to Create a Self-Managing Team, reveals the superpower every leader has, but most fail to use: honoring their word to build trust, drive success and increase their power.
He joins the podcast to discuss the negative impacts this can have on your workforce.
Impact of Micromanagement in the Workplace
Micromanagement increases stress and burnout. In an industry like national security where we are facing threats and challenges that are ever-changing, this can be detrimental to our country’s success. Constantly being under surveillance and having little autonomy can lead to heightened levels of stress and anxiety among employees, which can ultimately impact their mental well-being and overall job satisfaction. Additionally, micromanagement can hinder professional growth and development as employees may not have the opportunity to take on new challenges, make decisions, or learn from their mistakes.
Being micromanaged can be stressful and demotivating in the workplace. There are several signs that may indicate you are being micromanaged:
1. Lack of autonomy.
If your manager constantly checks in on you, requests frequent updates on your progress, and doesn’t give you the freedom to make decisions on your own, it could be a sign of micromanagement.
2. Constant supervision.
If your manager hovers over your shoulder, closely monitors your work, and dictates how every task should be done, you may be experiencing micromanagement.
3. Lack of trust.
Micromanagers often have difficulty trusting their employees to do their jobs effectively. If you feel like your manager is constantly questioning your abilities and second-guessing your decisions, it could be a sign of micromanagement.
It’s important to address any concerns you have about being micromanaged with your manager in a professional and constructive manner to find a resolution that works for both parties. For managers, this can be detrimental to your retention numbers.
