4 Negative Micro Management Effects
There are many approaches to managing and motivating employees and building an environment that empowers them to excel. Managements of employees can range from total indifference to the other extreme of double guessing and checking every action taken by an employee.
Micro management is a common occurrence in many businesses, government departments or anywhere there is a requirement for staff to be organised and directed to produce an outcome.
There are varied outcomes,very few positive, that are the result of micro managing people. The following four effects delivered by this management style are a selection. Overall it:
- Breeds Mistrust
- Lowers Morale
- Increases Passive Aggressive Behaviours
- Lowers Productivity
Mistrust is a general sense of unease toward someone or something. This is fostered in an environment where the employees decisions, work or contribution is constantly being questioned and dissected.
The employee may begin to not trust the manager to be reasonable and open to any feedback that disagrees with the managers view of things. The other factor is the perceived lack of trust of an employees competence displayed by the manager when they question every detail of their work.
The managers’ intention may be to direct and correct what they see as an unacceptable deliverable, but this could be interpreted by the employee as criticism or pettiness.
If employees have tried their best to perform and are still being ticked off every day by their manager this can result in a lowering of morale. After all, if you are treated as if you cannot be trusted to perform at a satisfactory level, you might start thinking maybe it’s you that’s the problem!
With this thinking employees may become a little despondent and start to complain to their colleagues. Gossip and negative talk about a manager can affect motivation and attitude to work.
Often employees become resigned to operating at a lower level while some others become passive aggressive in an attempt to have some semblance of control.
Increases Passive Aggressive Behaviours
Some individuals that are micro managed will adopt the stance of making sure nothing gets done unless the manager has seen it,agreed with it and authorised it.
This will slow progress of workflow down as the manager will become overwhelmed with requests, questions and staff standing in their office doorway seeking direction.
Certain individuals may take great delight in this situation as this represents for them a type of control of their situation – by controlling the managers ability to perform.
Unfortunately this creates a toxic environment for both manager and employee.
If management continues to double check everything an employee does it will create inefficient systems of operation. Of course there should be reviews of quality and processes.
However, by not empowering employees to make decisions and mistakes – and learn from them, there is no improvement in the employees skills or self confidence. Employee stress, management burnout and low productivity are symptoms of micro management.
Sometimes a managers micro management stems from wanting total control of outcomes. What this style will deliver is the exact opposite. Better to train, mentor and develop staff to make decisions, take responsibility and build competence.
For this to happen the manager has to address their ego, and build trust and rapport with their employees. Allowing employees to contribute fully with their intellect and creativity will deliver results greater than imagined!