Micromanaging In The Workplace Essay

The human tendency when something needs to be done is to get involved and make sure it happens. This is especially true with “Type A” personalities, who are perfectionists by nature. If this sounds like you, micromanaging could become an issue, and will likely reduce your employees’ overall productivity. The following outlines why micromanaging is so detrimental and how you can avoid it:
Micromanaging Increases Stress:
According to article in the Los Angeles Times, which evaluated productivity in various companies, micromanaging can and does lead to stress. In some cases, early on, micromanaging might seem to be work, according to the article. However, after awhile, the stress of having someone “lord over you” gives way and employees begin getting stressed and eventually results in a loss of

However, this doesn’t mean you have to tell them how to do their job per say. The old country saying “there is more than one way to skin a cat,” is applicable here. Your employee might have a way they like handling certain tasks, and you prefer them done a different way. Well, unless their way is simply wrong or dangerous, why do you fight it? Why worry about how they get to the finish line if they make it there. Of course, if an employee isn’t completing their job, this becomes a completely different issue.
How to Change It: It’s important that you understand the fact that every time you but in and force your way on your employees, it reduces their productivity. Perhaps, because you want things the way you want them, they have to redo things that aren’t wrong, but just aren’t how you want them. This in turn makes them apathetic. They might think, “why bother doing the job, when our manager is just going to make us change it anyway.” Therefore, keep check of the final product, but don’t feel you have to be involved in every single step. It just isn’t