They are frustrated…Morale is at an all-time low!!!
Micromanagers fail because their approach stifles productivity, damages morale, and creates inefficiencies.
Here is why: Why did I choose to leave!
Early in my career I felt like an eagle in a bird’s cage. Granted I was a young inexperienced leader and full of ambition. Yet my manager/leader always asked if I would run every decision and strategic process by her and I did. However, I learned quickly it was not only me but everyone on the team regardless of their tenure in the department were expected to run every decision by her. She wanted to have her hand in everything from decisions, designs, process improvement, and the list goes on. In addition, she was difficult to please and always stated what we should have done, she never acknowledged or affirmed what we did well. Over time I started to hear complaints and frustration from my coworkers. I politely ignored it and soon the same frustration they expressed I experienced. This was my first experience being led by a micromanager. Years later I learned that micromanagers tend to have certain traits that truly hinder the team’s success and productivity. More importantly it stifles innovation and creativity as well as serves as a demotivator. If you are experiencing challenges in your department or organization, could it be that you are micromanaging? If you have the need to control and feel a sense of inadequacy about your skill set, then maybe you are a micromanager. As a leader, if you have direct reports that have the skills and possess the intricate motivation in their current role then empower them. On the other hand, if you discover that you have a direct report that lacks the skills and motivation to do their job then you’ll have to micromanage them until you come to a conclusion that they need to be moved to a different role within the organization or performance managed.
Traits of Micromanaging:
1. Lack of Trust that employees are capable of successfully completing their
responsibilities
2. Insecurity and a need to be praised or receive credit for outcomes
3. A need to control every aspect of your organization or department
4. Low morale…direct reports are frustrated
Micromanaging is one of the most ineffective manner in which you
should lead. ” Finally, we arrive at the employees who both can and will perform. Micromanaging these individuals is not just the wrong approach; it is downright toxic to the workplace culture and individual performance. The appropriate response to a staff member who indicates both the ability and motivation to succeed is to empower them.”
If you need assistance or support as a leader, feel free to reach out to E3 Leadership Institute, (https://lnkd.in/esb2p3q4) we are here to serve you. Inspiring leaders to lead with purpose and passion!
The Micromanager?
