10 Psychological Effects Of Micromanagement On Employees
10 Psychological Effects Of Micromanagement & signs of micromanagement. Micromanagers, either consciously or unconsciously, try to control all aspects of an assigned task, rather than delegate tasks and trusting in the ability of their team members to carry them out. This results in the manager typically getting the outcomes they desire, but stifles the employee’s creativity, passion, and confidence.
What is Micromanagement? Micromanagement is a business management term for employers who are so obsessed with controlling their subordinates that they end up taking away individual freedom and reducing the overall productivity of the workplace. Micromanagement is a bad management style that can lead to a toxic work environment. Kamerpower.com
What Are The Signs of Micromanagement?
If you are noticing any of the following signs and behaviors in yourself as an employer, then you probably micromanage your employees.
- Hesitant to trust in the abilities of team members to do their tasks well.
- Getting less input and opinions from employees.
- Always looking out for perfection in everything.
- Focusing more on correcting and criticizing what others are doing wrong.
- Constantly checks in with employees about what they are doing at their computers and wants to know every tiny detail of their work.
- Being nit-picky and always watching and monitoring every move of employees.
- Micromanagers struggle to delegate tasks and keep assigning projects to others because they do not trust the workers.
What Are The Psychological Effects Of Micromanagement on employees?
1. Difficult time focusing
With the constant input from the micromanager, employees may experience difficulty in actually focusing on the task at hand because their attention is split between trying to complete it efficiently while also striving for approval from the boss.
2. Decreased productivity
Poor leadership practices, such as micromanaging, can put excessive pressure on employees and cripple their productivity. When tasks are not handled with care or completed quickly just to appease a boss, it creates a disconnect and reduces workplace efficiency.
3. Loss of Motivation
Unsurprisingly, over time, micromanaged employees often become unmotivated. Caught in a self-doubt cycle, people frequently lose the will to try. When employees feel that everything they do is wrong, they simply stop trying to get it right. They may go through the motions of their job, knowing what they do will be changed anyway.
4. Poor relationships with co-workers
Micromanagement can lead to a breakdown in communication between employees and their supervisors, which can then have a ripple effect on the entire team. When one person is constantly being monitored and criticized, it can create an atmosphere of distrust and resentment among other team members who may feel like they are not being treated fairly.
5. Unmotivated team members
Micromanagers often see results in the short term. This leads them to continually try to control the work of their employees more and more. In turn, this results in employees feeling unmotivated and unwilling to contribute due to goals being set too low or never changing leading up to no reward system whatsoever within the workspace
6. Mental Health Issues
A boss who micromanages can come across as unpredictable to many subordinates. Employees can feel that they may have to walk on eggshells around their manager, which can lead to chronic stress at work. Prolonged feelings of self-doubt, constant criticism, and feeling subpar can negatively impact an employee’s mental health outside of work.
7. Employee Disengagement
Employees who are unable to grow in their careers will inevitably disengage. And growth comes from trying new things, taking risks, and learning from mistakes. An environment where individuals are afraid to step outside of their boss’s peccadillos doesn’t foster engagement or job satisfaction.
8. Increased Turnover
After being put through all of this, employees inevitably leave. Which is why micromanagers have a disproportionately high turnover rate. Employee turnover is obviously costly for companies – there’s a loss of productivity, time spent recruiting and training, and efficiencies lost to the learning curve. And the employee is affected as well.
9. It damages employee’s trust
One of the negative effects of micromanagement is that it destroys trust. Fostering trust within a company’s culture is valuable and takes longer to build. But when employees are constantly micromanaged, the sense of trust breaks. It shows them that the manager does not trust them to complete the task. Hence, employees become resentful without trust and no longer feel a sense of loyalty to the company.
10. It leads to employee burnout
One of the most negative effects of micromanagement is that employees get burnout due to it. Micromanagement creates a toxic work environment that burns the employees out. Being micromanaged is frustrating and demeaning. As a result, employees start hating their job and maybe end up quitting.
How Managers can stop Micromanagement
The first step in fixing micromanagement is understanding its negative effects on the workplace. After knowing the negative effects of micromanagement, managers at all levels should fix it and stop micromanaging their teams.
- First and foremost, trust your team members, believe in their abilities, and create a strong workplace environment. As a manager or leader, you should have faith in your team as you’ve hired this team for your business.
- Give your team objectives and let them achieve them independently. Then, track their performance, not themselves. Besides, set some boundaries and maintain distance from your team. It isn’t good to be constantly present around them to see what they’re doing.