Micromanagers could hurt work productivity and morale

3 Jul

When it comes to micromanagers, human resources departments have to address the issues before it hurts morale or worker productivity.

When a manager is over-controlling, employees could start looking for a way out of the business. Human resources have a responsibility to make sure employees have a welcoming and productive work environment. When it comes to micromanaging, higher-ups have to realize it could affect business overall.

A new survey was released by human resources consultant firm Accountemps, which surveyed more than 450 U.S. employees who were at least 18 years of age or older and worked in an office environment. According to the survey, 59 percent of the respondents admitted to having worked for or work with a micromanager in the duration of their career.

Not only that, but the survey discovered that continual nit-picking from higher-ups has a negative effect on the majority of workers. The study showed that 55 percent of workers who dealt with a micromanager believe the constant scrutiny reduced their overall work productivity and 68 percent admitted it hurt their morale.

"Bosses micromanage for many different reasons, but no matter how good their intentions, taking a heavy-handed approach typically hurts employee output, job satisfaction and, as a result, retention efforts," said Max Messmer, the chairman at Accountemps, in the press release. "Personally making sure every 't' is crossed might help avoid some mistakes, but the costs associated with failing to trust your team can have a longer-term impact."

Micromanaging and overall business production
While it's known that micromanaging can certainly have a negative impact on retention rates in the office, overbearing bosses can also create problems in the office workflow. According to LinkedIn, micromanaging can cause a higher-up's department to bottleneck when employees' work are too closely examined.

When workers begin spending too much time on their work to appease their bosses, other departments in the company suffer, which hurts the overall business production. Micromanaging can also make workers believe that managers do not trust them, which could lead to a lack of confidence in employees.

Managers need diverse mindset
Workers come in all different forms with diverse backgrounds, experience, education, creativity and performance outputs. According to LinkedIn, managers have to realize all employees cannot be managed the same way.

Many micromanagers have the mindset of "if you want something done, do it yourself," which can lead to over-controlling and demanding requests, the source reported. Instead of relying on their own ideas, managers should try to include their workers in more of the decision-making process.

According to Inc. Magazine, higher-ups who tend to micromanage should have their workers give their ideas if they have a better one than their boss. Encouraging workers to voice their opinion will help keep managers from making their own decisions all the time.

Another great practice for managers who could be overbearing is to make sure check-ins are continually set up with their workers, Accountemp reported in their press release. Employees should be regularly able to speak about their relationship with their manager and the best HR solution is to make sure manager evaluations are maintained.

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