Let\u2019s dive right in.<\/p>\n
![\"Perils](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2021\/11\/Perils-of-micromanagement.png\")
<\/p>\n
<\/span>The perils of micromanagement<\/span><\/h2>\nUnfortunately, micromanagement achieves the exact opposite of what it intends. People who are excessively managed often feel an inappropriate amount of pressure, scrutiny, and influence, which ends up damaging their self-image and confidence.<\/p>\n
Here are but a few of the things that micromanagement can cause:<\/p>\n
Decreased productivity<\/h3>\n
Imagine the type of headspace you\u2019d be in when you\u2019re constantly scrutinized and provided with input on every minute detail of your work. Naturally, this leads to a lack of motivation and ownership. Make no mistake, chronic micromanagement doesn’t help employees work better. On the contrary, it dissuades them from making sound decisions and wanting to provide their valuable input in the work process.<\/p>\n
More importantly, micromanagement stops people from learning. In a way, they become dependent on their management\u2019s guidance and will rarely strive to become better at what they do.<\/p>\n
Increased turnover<\/h3>\n
It\u2019s no secret that micromanagement provides for a stressful environment. It\u2019s corrosive to the management-employee relationship, and the continuous pressure that people are subject to will only slowly but surely push them towards quitting.<\/p>\n
As a result, the entire momentum of a team will slowly dissipate, rendering all the effort to facilitate decision-making useless. This will eventually be reflected in the company\u2019s bottom line.<\/p>\n
Dwindling morale<\/h3>\n
It\u2019s no secret that micromanagement has adverse effects on people\u2019s morale. Think about it, humans strive to do work that they find meaningful or, at the very least, satisfying. Our jobs take up a third of our day and doing so while having to endure demeaning surveillance and scrutiny will only cause a nosedive in your team\u2019s morale.<\/p>\n
![\"Less](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2021\/11\/Less-innovation.png\")
<\/p>\n
Less innovation<\/h3>\n
Innovation is a function of a diverse and inclusive environment. Whenever decisions come exclusively from the top, leaving the employees simply executing tasks, there\u2019s no way your business will be able to provide its customers with creative, out-of-the-box solutions.<\/p>\n
And if you add the continuous stress brought on by micromanagement, this is a perfect recipe for eradicating any inkling of innovation left in the team.<\/p>\n
More stress and burnout<\/h3>\n
It\u2019s no secret that being micromanaged is demeaning and frustrating. As a result, employees will grow to dislike their job with time. In the long run, this will invariably lead to excessive stress and burnout, which is by no means conducive to accountability and engagement.<\/p>\n
<\/span>Micromanagement is excessive control<\/span><\/h2>\nYes, micromanagement has a broad spectrum of harmful outcomes that will slowly but surely run your business into the ground. But on the bright side, it\u2019s something that isn\u2019t really that hard to address. You, as a business owner or manager, have enormous influence over the success of your company. Start by exploring the reasons you might feel compelled to micromanage your employees.<\/p>\n
Fundamentally, what defines micromanagement as a phenomenon is excessive feedback<\/a> combined with a lack of trust and support between the employee and the manager. Of course, there\u2019s no switch for enabling trust. It takes time to nurture a meaningful professional relationship. And while this might take a while, it\u2019s not really that complicated to achieve\u2014show that you care, prove to your team that you have their back, and provide them with contextual, meaningful, and respectful feedback.<\/p>\nMicromanagement is also in part a manager\u2019s conscious decision to keep employees in the dark regarding the rationale behind decisions, priorities, and goals. Naturally, this will only provide for an environment where people don\u2019t feel the need to be engaged.<\/p>\n
![\"Fixing](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2021\/11\/Fixing-micromanagement-for-good.png\")
<\/p>\n
<\/span>Fixing micromanagement for good<\/span><\/h2>\nNow that we\u2019ve explored the detrimental effects of micromanagement, let\u2019s take a closer look at some surefire solutions for this phenomenon.<\/p>\n
1. Create a company culture of trust and shared accountability<\/h3>\n
Organizations can eliminate micromanagement by creating a work culture where everyone owns the success of the organization. There\u2019s very little hope for businesses that treat their workers like mere cogs in a machine, disconnected from the product of their work.<\/p>\n
To instill a sense of shared ownership, companies should adopt a team-oriented approach to running a business. Inform people about what constitutes success and what is expected of every person when it comes to achieving these goals.<\/p>\n
2. Focus on strengths<\/h3>\n
To combat micromanagement, leaders should have a clear understanding of their strengths and weaknesses, as well as the strengths and weaknesses of their colleagues.<\/p>\n
The truth is that efficient collaboration is what makes companies successful\u2014the synergy between people\u2019s talents, strengths, and individual experiences. Micromanagers, on the other hand, only get in the way of this fruitful collaboration.<\/p>\n
To help surface people\u2019s strengths as early as possible, it\u2019s essential to clarify your expectations for new hires. Let people know that you want them to shine without your supervision.<\/p>\n
3. Manage performance continuously<\/h3>\n
The old school of performance management is too pragmatic and, honestly, kind of outdated in the modern business ecosystem. Reviewing goals and salaries once a year simply won\u2019t cut it.<\/p>\n
We live in newer and faster times\u2014things change quickly, so do the needs of businesses and employees. It is absolutely essential to communicate and set clear goals for employees, as well as continuously adjust them as work and priorities shift.<\/p>\n
The idea here is to learn to be dynamic in your communication and help employees direct their attention to the things that matter most at this particular time, which shouldn\u2019t be confused with telling them what and how they should do it.<\/p>\n
![\"Focus](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2021\/11\/Focus-on-growth-and-development.png\")
<\/p>\n
4. Focus on growth and development<\/h3>\n
<\/p>\nYes, micromanagement has a broad spectrum of harmful outcomes that will slowly but surely run your business into the ground. But on the bright side, it\u2019s something that isn\u2019t really that hard to address. You, as a business owner or manager, have enormous influence over the success of your company. Start by exploring the reasons you might feel compelled to micromanage your employees.<\/p>\n
Fundamentally, what defines micromanagement as a phenomenon is excessive feedback<\/a> combined with a lack of trust and support between the employee and the manager. Of course, there\u2019s no switch for enabling trust. It takes time to nurture a meaningful professional relationship. And while this might take a while, it\u2019s not really that complicated to achieve\u2014show that you care, prove to your team that you have their back, and provide them with contextual, meaningful, and respectful feedback.<\/p>\n Micromanagement is also in part a manager\u2019s conscious decision to keep employees in the dark regarding the rationale behind decisions, priorities, and goals. Naturally, this will only provide for an environment where people don\u2019t feel the need to be engaged.<\/p>\n Now that we\u2019ve explored the detrimental effects of micromanagement, let\u2019s take a closer look at some surefire solutions for this phenomenon.<\/p>\n Organizations can eliminate micromanagement by creating a work culture where everyone owns the success of the organization. There\u2019s very little hope for businesses that treat their workers like mere cogs in a machine, disconnected from the product of their work.<\/p>\n To instill a sense of shared ownership, companies should adopt a team-oriented approach to running a business. Inform people about what constitutes success and what is expected of every person when it comes to achieving these goals.<\/p>\n To combat micromanagement, leaders should have a clear understanding of their strengths and weaknesses, as well as the strengths and weaknesses of their colleagues.<\/p>\n The truth is that efficient collaboration is what makes companies successful\u2014the synergy between people\u2019s talents, strengths, and individual experiences. Micromanagers, on the other hand, only get in the way of this fruitful collaboration.<\/p>\n To help surface people\u2019s strengths as early as possible, it\u2019s essential to clarify your expectations for new hires. Let people know that you want them to shine without your supervision.<\/p>\n The old school of performance management is too pragmatic and, honestly, kind of outdated in the modern business ecosystem. Reviewing goals and salaries once a year simply won\u2019t cut it.<\/p>\n We live in newer and faster times\u2014things change quickly, so do the needs of businesses and employees. It is absolutely essential to communicate and set clear goals for employees, as well as continuously adjust them as work and priorities shift.<\/p>\n The idea here is to learn to be dynamic in your communication and help employees direct their attention to the things that matter most at this particular time, which shouldn\u2019t be confused with telling them what and how they should do it.<\/p>\n<\/p>\n<\/span>Fixing micromanagement for good<\/span><\/h2>\n
1. Create a company culture of trust and shared accountability<\/h3>\n
2. Focus on strengths<\/h3>\n
3. Manage performance continuously<\/h3>\n
<\/p>\n4. Focus on growth and development<\/h3>\n