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 whole recruitment process, led by Karen, was a really engaging and positive experience. I can honestly say it was the best interview I have ever had!
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.
Trying to find a new role can be quite a daunting experiencing, however what I found working with Karen is that her enthusiasm is infectious. Karen listened to what I had to say and we had a long and productive conversation about what I wanted and whether the role was right for me.
I chose to work with Sitka as I know them to be open minded and creative in their approach to recruitment. Ita was able to pin down the most important parts of the role and understand our needs quickly and clearly. Ita then joined the dots between her understanding of the role with the perfect candidate. I have recommended Sitka to colleagues and I will continue to do so.
I was thrilled when I was offered my new job, which I felt was down to Sitka’s support and proactivity. Karen kept in contact and made sure I was happy in my new role. This personal and professional service is second to none. I would highly recommend!
The recruitment process was seamless. From our initial meeting, when we thought we wanted a certain person, Ita guided us through the type of person we needed initially, and who we would ideally like to recruit for the development of the business. She found us both in quick succession.
Ita’s communication skills are second to none. She kept us informed at every step. I would definitely recommend Sitka.