It’s no secret that micromanagement by senior leaders can be detrimental to managers’ morale and motivation who are appointed and expected to make operational decisions for continuous improvement.
Micromanagement is the act of closely monitoring or controlling someone’s work. It can be used as a management style but is often considered to be negative and intrusive. This is very detrimental when senior leaders try to micromanage over functional leaders or middle managers than managers trying to micro manage the operational level. Micromanagement generally results in the employees feeling stifled, resentful and unmotivated.
Empowered managers with space for decision making with defined authority is spoken comprehensively in all management theory books. But sadly, some traditional leaders, especially in small and medium size organisations don’t like to fully empower the functional leaders fearing that they will lose control.
Empowerment of managers promotes; proactive decision- making, thus accountability for their own actions, increased self-determination, improved trust across functional managers and between employees and managers are key deliverables of delegation of authority.
Micromanagement stifles creativity and innovation. Managers who feel like they are constantly being watched and monitored are less likely to take risks, push the performance boundaries or think outside the box for productivity improvement. This can lead to a loss of creativity and innovation and serious lack of productivity within the workplace at the management level leading to a major business value loss.
Make managers accountable
It increases the stress and anxiety of managers. Managers constantly feeling like you have to watch your every move can be incredibly stressful. When managers are constantly monitored and decisions are being dictated by seniors, they may start to feel like their work is not trusted. This can lead to them second-guessing themselves and their decisions, which can ultimately lead to a loss of productivity.
It also creates a hostile work environment with unnecessary conflicts among the managers. Feelings that you are constantly being watched can make the work environment feel hostile and uncomfortable. This type of environment is not conducive to open communication and collaboration, which are two key elements of a successful workplace. It damages employee morale too, leave alone managers. When employees feel like they are not trusted or valued, it can damage their morale and motivation. This can lead to a decrease in productivity and an overall negative attitude towards the company.
You hire the good qualified and experienced managers you hire for a reason – you, at one time, believed they were competent and trustworthy enough to do their jobs. So, when you micromanage, fail to delegate, or don’t give your employees the freedom, space, or time to do what you hired them to do, you’re wasting a whole lot of your own time that truly should be spent on higher-value tasks.
Response by managers
If you’re feeling micromanaged at work, you should communicate with your senior managers about your concerns. Micromanagement is often the result of a lack of trust, so addressing this issue head-on can help to improve the situation. If your work is being heavily scrutinised and critiqued even very minor matters you should ask the senior leader why? If you feel like it, talk to your boss as soon as possible. They might not be conscious of the impact their actions are having on you, and may just be trying to help. If your boss is unwilling to change their behaviour, it could be time to look for a new job.
It’s important to set boundaries with your boss if you feel like you’re being micromanaged. Make sure they understand your comfort level and your limitations.
Another way to combat micromanagement is to take initiative in your work. Show your boss that you’re capable and competent and that you don’t need to be constantly monitored.
This will help build their trust in you, and it might lead to them giving you more autonomy in your work. If you’re struggling to deal with micromanagement, it can be helpful to find a mentor who can offer guidance and support. They can provide advice on how to handle the situation, and they can be a source of moral support when things get tough.
Another way to combat micromanagement is to seek out feedback from your boss. This will show them that you’re open to constructive criticism and that you value their input. It’s also a good way to get an idea of what they expect from you, so you can adjust your work accordingly.
Prove that micromanagement is the senior leaders’ weakness and lack of modern leadership experience and not a business need. It will be the best thing that can happen to a business for growth.