The Real Cost of Micromanagement

The cost of micromanagement is rarely noticed by micromanagers. In fact, most of them believe they are building a work design for maximum productivity without realizing they are rather hurting the company badly. Yes, because managers don’t have time to take up multiple jobs or direct their subordinate on every move. The negative effects of micromanagement do not only strangle productivity on a short-term; the effect can be sadly prolonged when employees lose faith in the company.

It is important to be felt in the company as a manager and to say things to promote productivity at the workplace but definitely not seeing to every detail or forcing your opinion to every minor function. Let’s look at some negative effects of micromanagement.

Cost of opportunity

Managers are exposed to more lucrative or high-level jobs which supersedes every other engagement in the company. Foregoing those roles for minor or less viable responsibilities at the desk of subordinates limits every manager’s capacity. It takes away the opportunities for more promising duties, suffocates all measures to deal with stress at work while yielding underperformance.

the cost of micromanagement

Micromanaging every move is one of the ways to get employees get demotivated because they can’t offer any satisfaction on their own.

Hinders employees development

This is one of the negative effects of micromanagement that can destroy any company really quickly. The adage that says “practice makes perfect” does not suggest there must be a hand to direct every step. Development is about growing confidence in what you do; it demands a personal understanding to the rudiments of one’s responsibility. Interfering with your employee’s functions deny employees the opportunity to develop, takes away their natural or unique contribution and frustrates their ability to work independently or without supervision. Organizations benefit from employee development through communication and training, but losses out when employees fail to develop because the manager is always at the centre of every little function.

Demotivate employee

Employees that feel unimportant at work must lack motivation. Feeling important and having a strong sense of belonging will never possible when a manager is always questioning employee capability. Micromanagement builds a corporate culture without trust and confidence in the employee and that questions the ability to build trust in your teams. The team will practically lose the confidence to do any single job without asking for approval or supervision. Micromanaging every move is one of the ways to get employees get demotivated because they can’t offer any satisfaction on their own. Employees are always unsure of how their duties should be carried out. Employees without motivation are most likely to leave their job, causing loss of talents while promoting chances of recruiting new workers for the same circle.

Loss of dedication among teams

Building a successful team demands employee motivation through trust, empowerment, and recognition, at least. Constant pressure on employees system of work is not how to build trust in your team. Employees lose self-dedication required to function as a team member if his or her work is not recognized as reliable. Micromanagement takes away everything good about employees, leaving them with zero dedication for any impact at work. They will always believe that the manager would be available to lead and correct every move, hence, there’s no ambition to excel at work through dedication.

Priyansha Mistry
Currently editor at The HR Digest Magazine. She helps HR professionals identify issues with their talent management and employment law. | Priyansha tweets at @PriyanshaMistry

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