How To Identify the Negative Impact of Micromanaging

The prime goal of every business is to optimise profit at a minimal cost. Methods and styles differ across organisations. In some organisations, employees have the leeway to harness their own creative techniques and determine the mode of execution,  provided it is geared towards achieving the set goals of the task at hand. 

Whereas in others that level of freedom is but luxury; their bosses or managers literally act as hawkeye telling and more, consciously monitoring every single step just to ensure their intended approach was used. These kinds of individuals are referred to as micro-managers. Their style of leadership is called micromanagement. 

Let’s hear what Investopedia has to say. A micromanager is a boss or manager who gives excessive supervision to employees. From this definition one can infer micromanagement to be a management approach characterised by control and pedantry to works by employees or subordinates.

Like every other system with advantages and disadvantages, micromanaging has its vicissitudes. This article will identify some negatives of micromanaging for a balanced view.

Stifles Creativity

Steve Jobs once said, “It doesn’t make sense to hire smart people and then tell them what to do. We hire smart people so they can tell us what to do”.

Every employee wants to feel trusted to bring off his job first-class, utilising his own discretion at some point rather than getting schooled at every turn. That’s a red card. It drains one of vitality and pulse and could pull the other team members, too.

As a manager or a boss, regulate yourself to give room for people to express themselves with full comprehension of the workload. 

The workers were hired because they got certified for the job, right? This means that their input intellectually and physically will champion mushrooming for the business. Lest, they become hogs on ice. 

That is why Simon Sinek tersely puts, “A boss who micromanages is like a coach who wants to play the game. Leaders guide and then sit back to watch from the sidelines”. Micromanagement in the workplace doesn’t only painfully impede dexterity, it also stunts independence of thoughts. 

Increased Dependence

When employees feel they are constantly being scrutinised or they can’t seem to do anything  right, the feeling of insecurity creeps in as a result they rely detrimentally on the boss for everything. They can’t seem to function in the absence of micromanagers. 

It is true. Employees love to manoeuvre, and avoid frequent complaints. What’s the point of doing anything when the boss will always find faults and flaws?  This style of management decisively scars momentum. From inception, employees set out with verve, energy and the desire to clinch something enormous and novel but their interaction with a micromanager suddenly washes the steam. 

As a business owner or manager, if your subordinates or employees involuntarily bank on you to spoon-feed them, you are doomed. It’s like them asking for permission to breathe.  Build an ambience of trust that generously allows people to explore and learn concurrently. 

Infertile 

On the part of the micromanager, he’ll be barren to himself and his firm. When you’re so fixated on other people’s tasks, less of yours will be accomplished. You only will whirl away time completing missions that aren’t your responsibility. 

Quick question, for every time you spend on someone else’s work, how much of yours is left uncooked or incomplete? If you mull over this thoroughly, you will get what I mean. 

Undoubtedly, micromanaging is beneficial, but for a short term purpose. It levels stress on people involved. And a stressed mind yields little or no positive result. Micromanaging increases workload on the micromanager and is counterproductive. 

Always remember that any tree that isn’t fruitful may eventually be cut down. 

Having highlighted the negatives, don’t you wish to get a drift of the positives?

They Know Their Team. There are arguments that micromanagers are frantic of delegation.  However, research shows that micromanagers know their team strength and weakness, as individuals and collectively. 

Their knowledge and efficiency helps them dispense work to the more qualified personnel, thereby preventing drawbacks and mitigating negative outcomes. The damages that will be incurred by a seasoned team member is itty-bitty compared to a less experienced individual. The level of inventiveness that a younger person will disburse is undeniably higher when juxtaposed with an older colleague. All these factors are duly considered depending on the required outcome. 

Team Effectiveness

Micromanaging ensures effectiveness, builds discipline and zooms the overall performance of the organisation. Because everyone knows the manager or the boss is watching, they become compelled to put their best foot forward. As a team, everyone is held accountable for his work and contribution to the growth of the team. Increase effectiveness births deeper commitment like efficient use of available wherewithal. 

Provides Support

Level of confidence differs from person to person. So, what micromanaging does is it designs a level playing field for every team member to function. Micromanagement allows an atmosphere where questions and curiosity are graciously embraced, what is not understood is elaborated succinctly, and shortcomings are pointed out, indicating areas that yearn for improvement. All of these help employees to evolve. There are employees who need this constant support to aid and fasten their learning  process.

Balancing Micromanaging

Firstly  identify the field you operate and what management system or approach will be preferable. Some industries are best suited for micromanaging eg .The military, manufacturing plant and mining. These industries allow for micromanaging as there are rules governing their modus operandi. Whereas the fashion industry, music industry, writing etc does not allow for micromanagement as this will only hamper their creativity. 

As much as you want to be fully involved in the activities of your employees, it is imperative you give room for flexibility and autonomy. Doing this will skyrocket the level of confidence  amongst  each person. The more confidence they exude, the more productivity they will yield working independently and the better outcomes collectively. 

Ultimately, team members thirst to feel trusted and rated. And what other way do you communicate to a person that you trust them if not by allowing them to employ their discretion. Moreover, employees will not open themselves up in totality so you don’t encroach their lives completely.

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