Are you hurting team morale? The hidden dangers of micromanaging

Among all the workplace trials one has to go through—from pressing deadlines and back-to-back meetings to the conflicts that crop up every quarter—nothing drains the spirit quite like being micromanaged.

Nobody enjoys having a manager breathing down their neck, nitpicking every action, and dictating every step of the process. And truthfully, it’s equally draining for managers who find themselves having to do their reportee's job on top of their own. It’s a classic lose-lose scenario that saps the energy and morale of everyone involved.

Are you actually being micromanaged?

Sometimes, the line between feeling micromanaged and actually being micromanaged is razor-thin. If you thrive on autonomy and prefer working independently, frequent check-ins from your boss might feel intrusive. But for someone who needs that level of support, those same check-ins could be invaluable.

What one person perceives as stifling micromanagement may be seen as necessary guidance by another. This means managers need to adjust their approach to suit each team member’s needs. Honest and open communication is also vital, ensuring that support is felt as it should be—helpful rather than oppressive—and avoiding the pitfalls of perceived micromanagement.

What contributes to this culture of micromanagement?

There are many reasons why someone would resort to micromanagement, sometimes unintentionally so. Some might believe that overseeing every detail will lead to quicker or higher-quality outcomes, while others might simply be trying to minimize mistakes.

Additionally, weak or flawed hiring processes can result in bringing in candidates who aren't a great fit, prompting managers to micromanage in an attempt to improve results from these less suitable hires.

Regardless of the reason, it's crucial to recognize that micromanagement rarely yields positive results. It often leads to managers becoming redundant in their roles by taking on tasks that should be handled by their team, while employees are left feeling demoralized, with their enthusiasm and initiative crushed under a relentless barrage of oversight and criticism.

This is why it's crucial for organizations to build a workplace that champions autonomy. Such an environment nurtures mutual trust while empowering employees to take initiative and get better at their craft.

But how do you do that? 
 

Tell them what to do, but never the how

As a manager, it’s important to clearly communicate your expectations for a deliverable; but what’s even more critical is stepping back and letting your team chart their own course. While it may be tempting to hand them a manual on how to achieve the outcome you want, the wiser move is to give them space to figure it out for themselves.

Offering support when needed is fine, but insisting they follow a rigid path—the one you believe is best—will ultimately stifle their creativity and erode trust. More often than not, when you trust your team to do a better job than you, they actually do.

Trust that they know best

It’s important to have a solid hiring process in place—one that you trust to scout and hire candidates who are the best fit for your team. Once you’ve brought them on board, trust them to excel in their roles. Allow them the autonomy to make decisions within their area of responsibility without constantly second-guessing their choices. This approach not only cultivates independent thinkers and doers but also fosters a sense of ownership and belonging that encourages them to make thoughtful, responsible choices.

Offer security and an occasional kind word or two

Employees need to feel truly secure in their workplace to take creative risks. They're more likely to take such chances when they know their missteps won't result in ridicule or being shot down the next time. It's the manager's responsibility to lead with empathy and encourage their team to view mistakes as valuable learning opportunities rather than setbacks to be avoided at all costs.

And when you appreciate their efforts, regardless of the outcome, they’re more likely to put in their best effort and improve with each attempt.

Leading with trust

Instilling a sense of autonomy in your employees can work wonders, but it all begins with the leadership at the helm. Trust is like magic—it starts at the top and trickles down to everyone in the organization. For this reason, it's vital for leaders to set a strong example of effective management. This often requires a delicate balance of patience and trust. By nurturing an environment where autonomy is celebrated and trust is the norm, you not only empower your employees but also inspire them to unleash their full potential.