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March 30, 2022 | 2-minute read (371 words)
Many of us have experienced a boss who finds it impossible to delegate, asks to be copied on every email, demands elaborate reports and notices every mistake. If you believe doing something yourself is the only way to get anything right, then you yourself could be this boss, aka a micromanager.
Let’s face it; no one likes being micromanaged. It's depressing, infuriating and exhausting because it creates an environment of chronic uncertainty. It’s not good for micromanagers, either. They get so caught up in the minutiae of what employees are doing that they can lose perspective of the big picture.
Research confirms the consequences of micromanagement include:
• Poor employee morale.
• Higher turnover; micromanagement is one of the top three reasons employees resign.
• Lower productivity.
"Ultimately, micromanagement leads to decreased growth potential in a department," the study’s authors write. "Managers who put too much emphasis on daily operational details can miss the broader picture and fail to plan for departmental expansion.”
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