Micromanagement Essay

In scenarios where managers are more dictatorial and controlling than supportive, employees tend to react like cogs in a machine versus motivated individuals who contribute ideas that move business forward. The destructive effects of micromanagement include disengagement, stagnation, and rebellion.

Disengaged employees simply go on autopilot. At best, innovation is stifled. At worst, workers let problems foster and remain unsolved, instead of taking proactive steps to resolve them.

Stagnation can also become a problem. When every decision has to go through a manager and every function is scrutinized to the core, creativity dies a slow, steady death. Employees become unwilling to step forward with suggestions for process improvements. They may

This doesn’t necessarily mean widespread rebellion, but micromanaged employees may call in sick or make tardiness a habit. The workplace may become increasingly antisocial. It may become impossible to get workers to go the extra mile, as in working overtime when needed. Mediocrity may become the norm, and attrition may grow. All these outcomes erode productivity, ultimately resulting in loss of revenue, missed sales projections or customer dissatisfaction.

The likelihood of meeting an employee anywhere who prefers micromanagement is slim to none. So if you want to keep your top talent, try and erase it from your work environment. Teach your managers how to strike a balance between giving employees a sense of autonomy and making sure you get what you need from them. You must ensure that your team is productive, keep every worker motivated, and invest in the continued professional development of your team.

Also teach your managers to maintain ongoing, two-way communication. Keep employees up-to-date on why things are happening as they are within your organization. Ensure that messages are very clear, and establish a definite understanding of expectations. Every manager should be open to questions and seek opportunities to teach and support. Employees won’t feel micromanaged if evaluation and correction of their work is just one part of the interactions they have with their