Why Micro-Managing Destroys Employee Engagement
Andrew Lloyd Gordon
Leadership & Performance Strategist | Business Psychologist (MSc) | Ex-Google Digital Academy | Speaker, Consultant, Coach | Assistant Professor, University of Warwick
I once had a boss who thought I was an idiot.
Okay. He had a point. I can be reliably trusted to be an idiot and do idiotic things. I have a knack for it.
And, to be fair, I also thought he was an idiot.
Do you know why I think he thought I was an idiot? Because he thought I couldn't think for myself. I think. That's what I think he thought...I think.
Why did I think that?
Well, he was what we call 'a micro-manager'.
No, that doesn't mean he was really, really small.
Rather, he tried to manage and direct every single moment of my day. He gave precise instructions on how to answer the telephone, write emails and even the strength of his tea. Which, of course, it was my job to make.
I was observed by him all day long. I was monitored by him constantly. I was annoyed and dismayed by him too.
But it wasn't just me he did this to. He treated the entire team the same way.
Guess how motivated we were as a team?
Yup. That's right.
Not.
At.
All.
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Unfortunately, many managers are like my old boss.
They think that peering over employees' shoulders - literally if they're in the office or electronically working from home - leads to stellar work.
But let's get real: micromanaging people reduces productivity and can destroy employee morale.
This overbearing management style stems from an outdated belief that employees can only handle minor decisions without the guiding hand of a manager.
Your Team Isn't Helpless - Trust Them!
Let's be honest, micromanaging signals you think your employees are stumbling around like bulls in china shops without your oversight. But today's teams are savvy and want the freedom to flex their mental capacities.
Studies show that micromanaged employees are less engaged and loyal. But empower your team with autonomy and watch them thrive! The data doesn't lie - loosen the reins and gain an empowered, motivated workforce.
Coach, Don't Control
Rather than ruling with an iron fist, set clear goals and coach your team to victory. Give them room to get creative and spread their wings. Be their mentor, not their school prefect shouting for them not to be inside during lunch break!
With your support, acting as their trusty coach-manager, your team will grow in confidence and start achieving, and even exceeding their work goals.
Embrace Employee Freedom
The days of command-and-control management are as dated as a flip phone. Especially with millennials starting to dominate the workforce, it's time to evolve your management style.
Micromanaging strangles innovation and signals distrust. But empowering leadership taps into intrinsic motivation and cultivates an engaged, high-octane team.
Ditch the hand-holding and embrace employee autonomy - it's time to win with a self-directed dream team.
Because if you don't give your people the freedom to learn and grow, they'll start seeing you as an idiot manager.
And believe me, I know an idiot when I see one.
It's an agreement that none of us appreciate being micromanaged, and it's equally important that we extend the same consideration to our employees. When we bring someone on board for a particular role, it's imperative that we place trust in their expertise to execute their responsibilities. As leaders, our role is to stand by their side, providing guidance when requested or when the situation demands it.