Micromanagement is a term that is widely known in the software industry. Through the micromanagement work style, the manager has to make unnecessary follow-ups with every team member. With full control over every detail, even the ones that should leave other employees.
In the case of micromanagement, the manager of the company can’t trust the employees and can only trust themselves, which is why it is a negative practice.
In this blog, we are sharing the biggest reasons you should avoid, it and how it is considered to lead to negative impacts on projects.
Ending up losing control
When you try to micromanage, you usually try to control everything, rather than understand everything. This can lead to losing the ability to communicate and discuss things that matter. Then, make the decisions that are most important.
Eventually, with the overwhelming tasks, you can translate this loss in communication to loss in control, which was the main goal of following this style.
The only solution for this is to make sure you hire talents you can trust and are knowledgeable in what they do. So you can only assess their final work, communicate your goals and help them perform better.
Loss in trust
Weak trust in your own employees can only lead to a breakdown of trust. Trust can only be grown, or otherwise, it is declining. Every time a manager doesn’t trust their employees, it is likely that they don’t also trust the vision of their manager.
Not believing in the goals and vision of the business can mean both sides trust no one and nothing, which means less productivity, motivation, and potential failure of everything.
High employee turnover
All of the previous results can clearly lead to high employee turnover. As employees find better opportunities in businesses that let them grow, boost their leadership and have the freedom to innovate.
Most business managers who try to micromanage will actually be seen as ones who are either arrogant or inexperienced. In any case, employees will not be happy and quit no matter the reason.
Burnout of the manager
A manager who micromanages projects is very likely to burn out at some point. Micromanaging a business and trying to manage every detail is very different from grinding and saving costs.
Micromanagement can lead to having a huge burden with no point of easy return in some stages. As all employees rely on the manager already.
No future leaders
When you grow up a dependent employee, you can’t expect them to lead at a near point in the future. They will always rely on your guidance because this is how it has always worked.
As you get to do more business, this dependency costs more time and energy from the manager. Not giving employees the freedom of thinking will also put them far away when it comes to innovation.
There is no alternative to giving employees the freedom for building a successful and healthy business that grows and has its leaders.
