Never Micromanage: It destroys employee motivation.
Micromanagers are disastrous for the business. Micromanagers can be such destructive that they can fail any business. Micromanagement gives birth to negativities in the workplace which ruin the working environment. From destroying employees’ motivation to lowering the quality of products, micromanagement is responsible for creating several such problems.
Here are the five major negative effects that micromanagement brings to the workplace.
Micromanagement destroys productivity.
Micromanagement adversely impacts the efficiency level of the business. When the workers are monitored at every stage of production then, it destroys their ability to perform efficiently. It creates a sense of disgust in the employees’ minds which pulls down their willingness to work hard for the business. It gives birth to many negative thoughts in the employees’ minds about the micromanager and the company . As a result, employees lose their trust in the business and they just work for the sake of completing the task not for contributing something valuable to the business.
Increase Labour turnover.
Micromanagement can trouble the workers so much that they end up leaving the organization. No one wants to be micromanaged when they are performing any task. Micromanagement shatters the mental peace of the workers because it puts a huge burden on them. Therefore, no employee wants to work in an organization where they cannot effectively utilize their skills.
Destroy creativity.
Micromanagement makes employees dependent on the orders of the manager. Constant Criticism on the mistakes stops employees from thinking out of the box. When workers start thinking creatively then, they sometimes make mistakes. Thus, it gives employees the message that there is no need to think creatively because if something goes wrong, they will face criticism from the manager.
Devastates the manager-employee relationship
When the actions of workers are meticulously supervised by the management then workers feel they are not trusted by the management. Trust is the foundation of any successful collaboration and relationship. Managers and workers also collaborate to achieve the ultimate goal of the business. A healthy relationship between managers and employees is just as necessary as heart for the human body. Distrust demolishes the chances of every possible improvement or progress in the business that could occur with the work of employees. Employees will never carry out the task conscientiously as they will be demoralized by the attitude of the manager.
Waste Time.
Employees working under the micromanager will never take any action promptly. If they are in a situation where a quick decision is required, they will first discuss the issue with the manager and then, they will act upon what the manager is saying. This process of first asking the manager is extraordinarily time-consuming.
What to do to avoid being a micromanager?
I am sure all the individuals who are aiming to be the manager or are the manager will be fearing about becoming a micromanager. It is quite simple to avoid micromanaging employees. Managers have to avoid some actions that turn their management into a dictatorship.
Managers would need to focus on leading their employees to perform with their best possible dedication level rather than supervising their every action to prevent their mistakes. Close supervision will always result in micromanagement, managers will have to focus on delegating the task to the employees with clear goals and then analyze their performance at the end of the task. Moreover, managers should make their presence influential and persuasive not dictatorial and controlling. Working on these factors will make every manager a role model for the employees and enable managers to avoid micromanagement.
