Despite the negative connotations associated with it, micromanagement remains a prevalent issue in many workplaces today. Micromanagement involves exerting excessive control and closely monitoring employees’ tasks and activities. Some easy ways to spot a micromanager include:
While some managers may believe that this level of scrutiny ensures productivity and quality, the truth is that it often hinders overall team performance.
In this blog, we will delve into the detrimental effects of micromanagement and shed light on the importance of fostering trust and autonomy to achieve success in any organisation.
According to Harvard Business Review, micromanagers often exhibit this behaviour because they want a closer connection with their “lower-level” employees, thinking they are fostering involvement and engagement. Alternatively, they may simply find comfort in performing tasks they were previously responsible for, wanting to be involved in the nitty-gritty aspects of the work.
In its essence, micromanagement is rooted in a desire for control. Managers who engage in micromanagement believe that exerting this excessive control over their employees’ work will guarantee results. However, the reality tells a different story; a while ago, we conducted a LinkedIn poll where we asked our network –
“Do you feel there is a lack of trust from you manager even though you are competent in your role?”
Although over half didn’t feel this was an issue, a staggering 45% (nearly half of our participants) felt their manager either sometimes or never trusted their competence in their role”
Surely this is evidence enough to start getting managers to look inwards rather than out?
As recruitment specialists, we have witnessed firsthand the damaging impact of micromanagement on employee satisfaction within companies.
A major issue arising from micromanagement is the perceived lack of autonomy, which directly correlates with decreased job satisfaction and motivation. When employees are deprived of decision-making power and feel disempowered and undervalued, their engagement and enthusiasm plummet. For instance, when managers insist on approving even the tiniest project details, it communicates a lack of trust in the employee’s judgement, leading to demoralisation and a limited sense of ownership.
In an environment where every move is scrutinised, employees begin to feel undervalued and disengaged, leading to a sharp decline in job satisfaction. Consequently, talented individuals seek out environments where they are trusted and granted the freedom to excel, which result in higher turnover rates for organisations that fail to foster trust and ensure autonomy.
Micromanagement not only hampers productivity but also obstructs creativity, stifles innovation, and diminishes employees’ sense of ownership over their work. When employees feel that they’re merely following orders and their unique skills and insights are neither trusted or valued, their motivation and creativity take a hit. The constant need for approval diverts their attention from their core responsibilities, leading to inefficiencies and poorer outcomes.
Ironically, micromanagement often creates bottlenecks and workflow delays. When managers require approval for even the simplest tasks (despite employees being fully capable and briefed to manage them) unnecessary layers of bureaucracy are added, adversely affecting efficiency. This also deprives employees of the space to explore new approaches to their work.
Micromanagement wreaks havoc on team morale: it turns the workplace into a pressure cooker, where anxiety and stress simmer beneath the surface. Collaboration and open communication suffer as employees become too scared to speak up or take risks.
As a result, morale takes a nosedive, and engagement plummets faster than a lead balloon. It’s a recipe for frustration, resentment, and a toxic work environment, with higher feelings of anxiety and stress among team members – which can also affect physical health. Collaborative spirits wither, and open communication becomes a whispered myth. With each stifled idea and hesitant step, morale takes a relentless beating, leading to disengagement and an alarming rise in burnout cases.
Trust and empowerment form the bedrock of a positive work environment, enabling employees to unleash their full potential, collaborate effectively, and drive organisational success, all while avoiding the pitfalls of micromanagement.
HR and managers must unite in a deliberate and thoughtful quest to construct a work environment that unlocks the full potential of employees, ignites collaboration, and propels organisational triumph. This looks like:
Freeing your organisation from the grip of micromanagement and fostering a culture of trust and empowerment unlocks the full potential of your employees. Increased productivity, enhanced creativity, and a stronger sense of ownership over their work are just some of the benefits.
If you’re ready to discuss your talent needs, don’t hesitate to reach out to Sitka today. Contact us at 029 2048 4520 or email us at info@sitka.wales to start the conversation!
The candidates we met very high quality and came to interview knowing lots about Drive and the vacancies on offer. I would recommend Sitka.
The experience of working with Sitka has been fantastic. They provide an excellent service with a professional and friendly approach. Karen kept me informed every step of the way, even sending through interview technique tips.
My experience with Sitka Recruitment was really positive. The team made me feel really valued and took the time to get to know me and career aspirations. I never once felt pressured, just well supported, listened to and understood. I would definitely recommend Sitka to my friends and colleagues.
Once again thank you for your time and ongoing support. Fantastic service and you made the experience so positive. You’re all clearly passionate about what you do and care about you candidates.
Having now worked with Sitka for a number of years, they have a real understanding of the type of people we employ and that the ‘fit’ is as important as having the right skills for the role. Sitka provide an excellent service and make you feel you are their only customer. They are quite unique and such a pleasure to work with.
The experience of working with Sitka was really enjoyable. It was like talking to a friend who knew all the answers to my future career.
This was the most professional recruitment processes I have experienced as a candidate. I felt really well prepared for the hiring process. Ita took the time to understand my experience and align my skills and values with those of role that I was applying for. This meant that I felt really prepared for the interview process and confident that I understood the role, culture and values of the organisation.
I would recommend Sitka and I would also consider using them as a client in the future. Having experienced their service as a candidate I have seen the effort that is made to ensure there is a good fit between candidate and client. Thank you Ita!