Micro-management the silent killer of team morale, productivity and staff engagement

Are you a micro-manager? Or do you know a leader like that?

What is micro-management?

It's when you as a leader want to have excessive control over your team. It can be seen in the way you closely monitor their work and give them little autonomy to make any decisions themselves.

If you are a micro-manager or the managers in your company are, these are the repercussions of this leadership style:

1. Lack of autonomy:

Micromanagement undermines employees' ability to make their own decisions and stifles their creativity and problem-solving skills. When individuals feel that their every move is being scrutinised, they may become disengaged and lose motivation.

2. Reduced job satisfaction:

Constant interference and overbearing supervision can lead to feelings of dissatisfaction and frustration among employees. When their work is constantly questioned or altered, it can erode their sense of ownership and accomplishment.

3.Impaired professional growth:

Micromanagement hampers employees' growth and development by limiting opportunities for them to learn from their mistakes and take on new challenges. It creates an environment where employees feel hesitant to explore innovative ideas or think outside the box.

In an era, where the only constant is change, you don't want "risk adverse" or "uncreative" staff. This will cause you to stay behind.

4. Diminished trust and confidence:

When managers micromanage, it sends a message that they don't trust their team members' abilities. This lack of trust can result in a loss of confidence and self-esteem among employees, as they feel their capabilities are constantly doubted.

5. Increased stress and burnout:

Micromanagement often leads to heightened stress levels among employees. The constant pressure to meet strict guidelines or approval can lead to burnout, negatively affecting both their well-being and productivity.

So what can we do about it?

Here are some ideas...

1. Delegate authority:

Assign tasks and responsibilities to employees, giving them the freedom to make decisions within their roles. Establish clear expectations and provide support but allow them to take ownership and demonstrate their abilities.

2. Provide guidelines and support:

Instead of micromanaging every detail, provide employees with clear guidelines and resources to help them succeed. Offer guidance and support when needed but allow them the space to execute their work in their own way.

3. Focus on outcomes, not process:

Instead of fixating on how employees complete their tasks, emphasize the desired outcomes. Set goals and expectations but allow individuals to find their own paths to achieve them, as long as the results align with the team's objectives.

4. Encourage open communication:

Foster a culture of open dialogue where employees feel comfortable seeking guidance or sharing progress updates. Encourage them to ask questions and provide regular opportunities for feedback and clarification.

5. Recognize and celebrate achievements:

Acknowledge employees' accomplishments and contributions, reinforcing their sense of ownership and pride in their work. This recognition can help boost morale and build trust within the team.

By adopting a more hands-off approach, managers can empower their employees, nurture their skills, and cultivate a sense of trust and autonomy. This shift away from micromanagement allows individuals to thrive, resulting in higher team morale and productivity.

How can I help?

If you need support for yourself, or your leadership team, at Y-Connect we offer leadership development programs, speaking engagements and group or individual coaching. Book a Zoom coffee with myself, just respond below and I will set it up with you.

For the month of June there are a few public events where I will be speaking, and it would be amazing if you or your team want to get a teaser of the work that I do.

1. 22 June, Johannesburg PSASA Chapter - 10 ways to remain professional when your clients are driving you nuts. 6:30-8:30pm in Johannesburg.
2. 24 June-Youth event in Pretoria -Full day event for the Youth on building a career as a Professional speaker.
3. 29 June -Pretoria PSASA Chapter -Pitch in a way that Michael Jordan would say YES. Sales strategies for speakers, trainers and coaches.

I look forward to hearing how you've moved away from Micro-managing your team, and I'm here for you if you need support!

Yoke van Dam