For any of us who have worked under a micromanager, it will come as no surprise that micromanagement can be harmful. It’s frustrating, to say the least, and can have cascading impacts throughout the organization.
Let’s take a look at some of the negative impacts of micromanagement:
- It negatively impacts employee morale. When people feel their every move is criticized, they’re clearly not going to be happy. People crave trust and autonomy, so this can even lead to health problems for employees, further exacerbating the issue.
- It drives good employees away, even in times of high unemployment. High turnover means higher costs for hiring new people, including the costs of required training and waiting to return to full productivity levels.
- It damages the employment brand, making it more difficult to recruit.
- It reduces productivity, as employees start doing only as much as is required to get the job done and leave (which is, of course, the opposite of what micromanagers are probably aiming to achieve). Micromanagement also reduces productivity because employees may try to be extra precise to ensure the output is exactly as specified, though they could have been more efficient in a more relaxed atmosphere.
- It harms employee motivation levels, as their efforts aren’t seen as good enough.
- It can stifle innovation, as employees are afraid to bring up ideas that may conflict with the boss’s ideas.
- The boss’s time is being used inefficiently also; micromanagement takes a lot of time—a lot of wasted time.
How to Reduce Micromanagement in the Organization
To reduce micromanagement, it can be helpful to understand what causes it. Obviously, it can be as simple as a person feeling the need to micromanage or believing his or her way is the best way to accomplish the goal. But it can also occur because of something more reasonable. Continue reading here…
Source: HR Daily Advisor