Micromanagement’s negative effect on employee engagement and morale can be clearly seen every day. Employees that are constantly criticized and made to feel they can’t do anything right may try harder for a while, but will eventually stop trying at all. Employees that were once productive lose motivation and initiative and their productivity decreases.
The very people that micromanage are themselves seen to be high maintenance, out of touch and incapable therefor they exert inappropriate bully tactics to influence their “Control” over others. Micromanagement can be so detrimental to some employees that they must move to another job for their own peace of mind. Studies have shown that 69 percent who consider themselves micromanaged, also considered changing jobs because of micromanagement and another 36 percent actually changed jobs. Seventy-one percent say being micromanaged interferes with their job performance while 85 percent say their morale is negatively impacted.
Unfortunately, though, many managers are guilty of thinking they are doing what is best, using debilitating micromanagement and are completely oblivious to the destructive effects they are having on an entire organization as a whole. At its best, micromanagement impedes evolution, at its worst, it causes the entire organization to decay from the inside out.
Effective leaders can’t afford to micromanage, they realize that it is a waste of time and energy. If you’re a leader, don’t put up with under performance. If you feel you’re being micromanaged, ask yourself what you can do to put a stop to it. That leads me to the question I usually follow up with when someone complains to me about being micromanaged, “Well, what have you done about it?”