IS THERE A DIFFERENCE BETWEEN MICROMANAGING AND BULLYING?

I was sitting with a group of parents at an event that was organized as a way of the parents at the kids’ school to get to know each other. As always the conversation was the same when you have a group get together for the first time. Who is your child? What do they enjoy? Do they do the same as my child? Then, what do you do? At this point it was clear that we have managers around the table, employees, business owners etc. When one of the mom’s who was taking a small career break learned what I did she asked a great question, and it stopped the other conversations at the table as people were waiting for my reply. “Is there a difference between micromanaging and bullying?”

WHAT IS MICROMANAGING?

Micromanaging refers to a management style in which a manager closely controls and monitors the work of their subordinates. This can include frequently checking in on progress, providing detailed instructions, and being overly involved in decision-making. While micromanaging can be well-intentioned, it can also lead to employees feeling demotivated and lacking in autonomy.

Micromanaging can be compared to a parent who never lets their child out of their sight, always hovering and watching their every move. Just as a child may feel suffocated and unable to learn and grow under such close supervision, employees who are micromanaged may feel demotivated and unable to take initiative and be creative in their work.

WHAT IS BULLYING??

Bullying, on the other hand, refers to behavior that is intended to intimidate, control, or harm others. This can include verbal or physical abuse, spreading rumors or lies, and making threats. Bullying can have serious psychological and physical effects on the victim, and can create a toxic work environment for everyone involved.

Bullying, on the other hand, can be compared to a schoolyard bully who uses their power to intimidate and control others. Just as a schoolyard bully can make their victims feel unsafe and powerless, a bully in the workplace can create a toxic environment where employees are afraid to speak up or do their best work.

IS THERE ANY OVERLAP?

Micromanaging and bullying are both detrimental to employee well-being and productivity. Studies have shown that micromanaged employees are more likely to experience job stress and burnout, and are less likely to be satisfied with their job. In a study of over 2,000 employees, it was found that those who reported being micromanaged were more likely to experience job stress, burnout, and turnover intentions.

Bullying in the workplace has also been shown to have serious negative effects on employees. A study of over 2,000 employees found that those who experienced bullying were more likely to experience depression, anxiety, and sleep disturbances. Additionally, bullying has been linked to decreased job satisfaction, reduced job performance, and increased absenteeism.

A 2018 study on abusive supervision found that employees who reported experiences of abusive supervision showed lower job satisfaction, engagement, and commitment and higher turnover intentions, compared with those who did not report such experiences. Furthermore, it was found that Abusive supervision was also negatively associated with employee psychological well-being, such as increased symptoms of depression and anxiety.

These studies demonstrate the importance of recognizing and addressing micromanaging and bullying in the workplace. Managers should strive to create a positive and supportive work environment, where employees are empowered to do their best work, and not feel threatened or demotivated. Employers should also have a clear policy and protocol for addressing these behaviors and provide support to those who have been affected.

So yes, micromanaging and bullying can overlap. While micromanaging is often associated with a manager who is overly controlling and demanding, this behavior can cross over into bullying if it involves intimidating, demeaning, or harassing employees. For example, a manager who constantly belittles employees for not following their precise instructions could be engaging in both micromanaging and bullying.

It’s important to note that not all micromanagers are bullies, and not all bullies are micromanagers. However, the overlap between the two behaviors can create a particularly toxic work environment, where employees are not only feeling suffocated by their manager’s control but also experiencing emotional distress due to abusive behavior.

Employers should have a clear policy and protocol for addressing both micromanaging and bullying, and provide support to employees who have been affected. Creating a positive and supportive work environment can help prevent these behaviors from occurring and promote employee well-being and productivity.

WHAT OTHER CELEBRATED LEADERSHIP TRAITS CAN CROSS INTO BULLYING BEHAVIOR?

There are several leadership traits that are often considered positive, but can actually be forms of bullying in certain situations. These include:

1. High expectations:?Leaders who set high expectations for their employees are often considered driven and motivated. However, when these expectations are unrealistic, or when the leader becomes overly demanding, this can cross the line into bullying behavior.
2. Being demanding:?Leaders who demand a lot from their employees are often considered hardworking and efficient. However, when this demand becomes excessive, or when the leader starts to make unreasonable demands, this can turn into bullying behavior.
3. Assertiveness:?Leaders who are assertive and confident are often seen as strong and capable. However, when this assertiveness becomes aggressive, or when the leader starts to make unreasonable demands, this can turn into bullying behavior.
4. Competitive spirit: Leaders who have a competitive spirit and drive their employees to be the best are often considered motivated and goal-oriented. However, when this competition becomes excessive, or when the leader starts to make unreasonable demands, this can turn into bullying behavior.

It’s important for leaders to be aware of how their behavior is being perceived by others, and to be mindful of how their actions may be affecting their employees. Employers should also have clear policies in place for addressing bullying and provide support to employees who have been affected. By promoting positive leadership traits, employers can create a healthy and supportive work environment for all employees.

Mike Johnston

CoFounder and Architect of Evolve