One of the major responsibilities of a manager is to monitor his or her team. But when this monitoring goes beyond its normal boundaries and managers start to give excessive attention to minor details it becomes micromanagement. Micromanagement also involves frequent requests by the managers for unnecessary and excessively detailed reports. Managers who are involved in micromanagement always reduce the freedom of their subordinates. They always prescribe every subtle process of accomplishing any task instead of focusing on the outcome. It mainly happens because of the emotional insecurity and doubts regarding the incapability of the employees.
The worst thing about micromanagers is, they are never satisfied with the final result if the task isn’t done according to their prescribed way. Therefore, the confidence and intellectual growth of their subordinates remain stagnant.
A micromanager always prescribes every subtle process of how the work to be done. Therefore, their employees lose their ability to develop any innovative way of accomplishing an assignment. They only do what they ask for. This is very obvious that when someone will not be allowed to do anything by themselves rather they will perform what their boss wants them to do they will lose their confidence in taking any decision. Thus make them totally dependent on their boss.
Makes managers lose sight of the big picture
Micromanagement is sometimes effective for small businesses or teams but when it comes to the larger business it becomes unsuitable. A micromanager allocates most of his time concentrating on every tiny detail that s/he loses sight of the big picture.
A micromanager tends to have very specific ideas about how employees should perform a task. On the other hand, employees who perform a task regularly often develop more efficient ways and create greater outcomes. An employer who micromanages does not allow his or her employee to innovate better ideas of accomplishment or find better ways to work and improve efficiencies. Therefore, the innovation of new ideas and processes does not grow.
High Turnover of Staff
Excessively close monitoring annoyed employees and therefore the employee turnover increases alarmingly. In modern days most of the employees do not expect their boss to interrupt the process of performing any task rather they want them to focus on the outcome. But a micromanager can not be satisfied with the result if the task does not be performed according to his or her prescribed way. This creates a huge gap between the employee and the boss. Therefore the employee dissatisfaction increases which results in a high employee turnover. You can also read “7 Reasons Why HR System Fails” to learn more about HR mismanagement in an organization.
Damages employee trust
When micromanagement is practiced the employees feel that their boss doesn’t trust them enough to work on their own which leads them to become annoyed with their managers and damage the trust they have in the higher-ups.
- Dependent Employees
- Makes managers lose sight of the big picture
- No Innovation
- High Turnover of Staff
- Damages employee trust