Why You Must Stop Micromanaging Your Employees
Micromanagement tendencies are something that can get you into a lot of trouble. As a manager, it is important that you know how to manage employees in a way that will help them perform better.
There are many reasons managers micromanage their employees and these include:
Fear
Many managers micromanage because they are afraid that employees will not be able to do a good job without close supervision.
When this happens, it is not unusual for a manager to tell employees what to do and what not to do.
Ego
Some employers might believe they are more capable than their employees and feel that they have to direct the activities of those under them.
Others might also think that there is only one way to approach a problem, and that way is their way.
Lack of Trust
Some managers do not trust their employees enough to do the assigned jobs.
It could be because the employees don’t give them a good impression or the managers hold some sort of prejudice against the employees.
Sympathy
In a fast-paced work environment, it’s not rare we will see burned-out employees and newbies who can’t keep up with the company culture yet.
The employers might see how their subordinates are struggling and want to help them out. Unfortunately, this can sometimes backfire and lead to problems in the workplace.
While it’s true that you need to be careful in your employee management, it is unnecessary that you always have to take control of everything.
Micromanagement of employees can actually be bad for them.
It can also have a negative impact on your business, such as high company turnover, trust issues, and lack of creative thinking among employees.
Why should you stop micromanaging your employees? There are several reasons you should:
1. Lessens employee satisfaction and motivation
Micromanaging tendencies can be very counterproductive in the long run. A manager who micromanages his employees will actually make them feel that their work is not appreciated.
A person who is treated like a child will tend to not take their job seriously. They will actually be dissatisfied with their job.
If you want your employees to perform better and if you want them to be more motivated in what they do, then it is important that you let go of your micromanagement tendencies.
2. Inhibiting employee growth
Your management role is one that is supposed to enable your employees to grow and become better at what they do. However, if you micromanage your employees, the opposite will happen.
A person who is micromanaged will feel that they are not being given the chance to grow. They cannot learn and they will be less likely to take responsibility for their actions.
3. Unproductivity and inefficiency
A high degree of control is also bad for productivity.
A person who is micromanaged will be less likely to take initiative in what they do. They will also be less likely to solve problems on their own.
If you have to take control of everything, then it will be very difficult for your business to progress.
4. Lack of Constructive Feedback
Micromanagement tendencies will also have a negative impact on the way your employees receive constructive feedback.
Your employees will be less likely to take feedback positively if you are constantly interfering with their work.
They will not want to receive constructive criticism from you when you haven’t given them the chance to even try to improve.
Let Your Employees Grow As Individuals
There are many reasons you should stop micromanaging your employees.
If you want your employees to perform better and if you want them to be more motivated in what they do, then it is important that you let go of your micromanagement tendencies.
As a manager, you need to be confident that you can manage your employees in a way that will make them feel valued and respected. You also need to be confident that they can grow as individuals on their own.
About the Author
I hope that my post has helped you know more about Leadership and Management. Feel free to leave a comment and tag me and I will answer them. Follow my profile to get the latest content I post to stay ahead of the curve.
I am the Founder of Cudy Technologies, a full-stack EdTech startup helping teachers and students learn better. I am also a mentor and angel investor in other Startups of my other interests (Proptech, Fintech, HRtech, Ride-hailing, C2C marketplaces, and SaaS). You can also find me on Cudy for early-stage Startup Founder mentorship and advice.
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