Micromanaging is a term we have all unfortunately come to know in the workplace. Whether you have personally experienced a micromanager or know someone who has, studies have shown that micromanaging halts productivity, creativity, and ultimately the growth of the company.
"Micromanaging" is defined by Merriam-Webster as "to manage especially with excessive control or attention to details." These managers or supervisors closely observe or control every aspect of their workers' jobs, not allowing them to autonomously complete their work or grow/improve in any way. Micromanagers impact the growth or their employees and the development of the company as a whole. Here are four reasons why micromanaging kills your business from the inside:
Employees Become Dependent
Micromanaging employees over a period of time will result in the supervisor controlling every task or activity performed in the workplace. Over time, your employees will expect the work to be taken over and become dependent on managers to perform all tasks. This will stunt both the growth of the employees and the productivity of the company. Employees will begin to lose some of the key skills and abilities that made them attractive to hire in the first place. Instead of experiencing personal growth and development by being challenged with new skills, they become stagnant and dependent on the managers to perform the simplest of tasks.
No Creativity or Innovation
When employees are being watched under a magnifying glass or monitored like a lab rat, they begin to display robot-like tendencies. Afraid to make any mistakes or suggestions in fear of punishment, they will do the bare minimum because they are expecting the managers to take over and finish the job on cue. This is toxic for the company. Employees need the freedom to brainstorm ideas or curate innovative practices in their positions and departments. The company needs the brainpower, perspective, and creativity from its employees to test new ideas or campaigns. Leadership should demonstrate trust in employees instead of harnessing their creativity with over-stepping and controlling.
Trust is Lost
Micromanaging conveys a lack of trust in employees, and conversely, stifled employees lose trust in management and the company as a whole. Employees who feel undervalued by the micromanager won't trust the judgment of management. This depletes performance and productivity and can severely impact collaboration and communication across the whole team. Trusting your employees allows them to be creative and bring new and energetic ideas forward.
High Turnover Rates
Every employee wants to feel they are valued. Micromanagers strip them of this feeling when they control every task or activity. Employees' skills and strengths fade and they begin to burnout. Key employees will leave the company, and with the micromanaging behavior left unaddressed, the rest will soon follow suit.
In order to thrive, employees need trust and encouragement from upper management. Development and growth contribute to the productivity and momentum of the team. New skills and abilities spearhead new creative ideas and campaigns. Stripping your employees of their abilities and trust to perform will hinder their creativity, stunt innovation, and completely unmotivate them. If exit interviews or other employee feedback point towards a micromanager in your culture, don't waste any time correcting or removing that person. The health of your company depends on it.