Micromanagement: A Silent Killer of Workplace Mental Health?

I once had a manager who liked my job. A lot. Well, she liked everyone’s job a lot. And she believed there was only one person in the world who could do my job properly, her. She wanted to be involved in everything I/we did. Every email had to be reviewed, every task had to be done a certain way, and every decision required her approval. At first, I thought she was just detail-oriented, but over time, I started dreading work. I second-guessed my choices, hesitated before sending messages, and even felt anxious when my phone buzzed. Eventually, the stress became overwhelming, and I found myself disengaging—not because I didn’t care, but because I felt like my work didn’t matter unless it was done exactly how SHE wanted. I also found out that everyone that worked for her felt the same I did. Needless to say, she wasn’t liked very much. Shame, because she wasn’t a bod person.

If the above sounds familiar, you’re not alone. Micromanagement is more common than we think, and while it may come from a place of good intentions, it often does more harm than good—especially when it comes to employee mental health.

The Hidden Mental Toll of Micromanagement

Micromanagement isn’t just about control; it creates a workplace environment filled with stress, frustration, and self-doubt. Here’s how it negatively impacts employees:

1. Increased Stress and Anxiety

Constant scrutiny makes employees feel like they’re always being watched, which leads to heightened stress levels. When people feel they have no control over their work, their confidence takes a hit, and anxiety can creep in.

2. Decreased Motivation and Engagement

When every small decision needs approval, employees start to feel powerless. Over time, they may disengage from their work because they no longer feel trusted or valued. Instead of taking initiative, they wait for instructions, leading to a lack of creativity and drive.

3. Burnout and Resentment

Micromanaged employees often feel the need to be “on” all the time, constantly proving themselves to their boss. This creates a cycle of stress that can lead to burnout. And when employees feel undervalued and exhausted, resentment builds, often leading to high turnover.

4. Stifled Growth and Learning

People learn best through experience and problem-solving. But when managers take control of every little detail, employees miss opportunities to grow. They may start second-guessing themselves, leading to decreased confidence in their abilities.

What to Do Instead: Shifting from Control to Trust

If you’re a manager (or even just someone who wants to work in a healthier team), here’s how you can avoid micromanagement and create a more positive work environment:

1. Set Clear Expectations, Then Step Back

Rather than hovering over every detail, provide clear goals and guidelines. Trust that your employees are capable of figuring out how to get there. If they need help, they’ll ask.

2. Focus on Results, Not Process

It’s easy to get caught up in “how” a task is done, but what truly matters is the outcome. Give employees the flexibility to complete tasks in the way that works best for them.

3. Encourage Open Communication

Create an environment where employees feel comfortable asking for guidance without fear of judgment. Regular check-ins should be about support, not control.

4. Give Employees Ownership Over Their Work

Empower employees to make decisions. When people feel ownership over their work, they take more pride in what they do, leading to better performance and increased job satisfaction.

5. Learn to Let Go

Sometimes, micromanagement comes from fear—fear that things won’t be done right or that mistakes will reflect poorly on leadership. But a truly great leader knows that trust and delegation lead to stronger, more capable teams.

Final Thoughts

No one likes to be micromanaged. It creates stress, crushes confidence, and ultimately drives people away. If you’re in a leadership role, shifting from control to appropriate trust isn’t just good for your employees—it’s good for your business. A happier, more properly empowered team will always outperform a stressed and disengaged one.

If you’ve experienced micromanagement in the workplace, what impact did it have on you? Let’s continue the conversation in the comments.

At Workplace Mental Health Institute (WMHI), we understand that leadership isn’t just about control—it’s about creating an environment where employees feel supported, trusted, and empowered to do their best work. Our Managing Psychosocial Safety course helps managers break free from micromanagement tendencies by equipping them with the skills to foster a culture of trust, autonomy, and psychological safety. Through practical strategies and real-world insights, we help leaders shift from oversight to empowerment—leading to healthier teams, higher engagement, and a stronger workplace. If you’re looking to build a more mentally healthy and productive work environment, let’s talk.