Why Is Micromanaging Considered A Bad Thing

Why Is Micromanaging Considered A Bad Thing?


Micromanagement is not only just a management style, it is also a red flag for any organisation that significantly impacts the productivity of the employees and ultimately, the growth of the business. No one likes to be micromanaged while working, yet it is something we all have to deal with. Managers can be seen micromanaging their employees to ensure all of them are working properly. 

And for all those who are thinking about what exactly is micromanagement, Micromanaging refers to the leadership style when a manager or someone from a high authority manages subordinates with excessive control and pays extra attention to what the employee is doing. 

It is not a good idea to micromanage your team and if you are guilty of doing this, we’ll tell you all the right reasons to stop it right now. If a business overlooks the whole situation of micromanaging employees, it can directly impact the whole business. The downfall of micromanagement is perfectly described by Simon Sinek in his famous quote, “A boss who micromanages is like a coach who wants to get in the game”


Micromanaging often leads to conflict between the manager and the employees and creates mistrust among both. The employees start feeling that their efforts are not getting their due appreciation and respect in the organisation. 

Managers must strike a good balance of supervision. Too much supervision makes employees feel that they are constantly under someone’s watch. Whereas, too little attention makes them feel lost and unsupported. 

Micromanagement may cause the business its own misfortune if left untreated. Here are some of the negative effects that are caused by Micromanagement:

  • Affecting Employee’s Morale

Micromanaging employees can greatly affect the morale of employees and tumbles their confidence and self-esteem. Under micromanagement, employees begin to think that their ideas or work are not getting appreciated or trusted by the upper management.

Unintentionally or intentionally when a manager or a boss micromanages the team, they are discouraging their employees to perform only those tasks that they are told to, pushing aside their efforts and knowledge. 

  • Kills Motivation

Micromanaging is like a toxic chain that slowly and steadily affects the employees and the whole organisation. Micromanaging kills the motivation of the employees to think beyond and find the best possible solutions for any situation.

Micromanagement monitors employees at every step and takes away the freedom to work according to their knowledge and expertise. Limiting the full potential, micromanaging decreases employees’ capacity to excel in their roles.

  • Limits Creative Development of Employees

Micromanaging disempowers the employees from putting forth their creative ideas, innovative plans and any other suggestions. Consequently, the flow of ideas within the organisation comes to a halt.

Micromanagement stifles the creativity of the employees because they are only expected to do whatever they are asked to and any other initiative is not appreciated. Micromanaging employees leads to working in a robotic pattern rather than a creative manner.

  • Increases Staff Turnover

Micromanaging demotivates employees to such an extent that it starts suffocating them. This results in employees leaving the company which led to an increase in staff turnover. Constant surveillance often leads to frustration in the employees. This frustration and constant pressure make employees quit their jobs.

The stronger the micromanagement, the higher the rate of staff turnover in the organisation. The higher staff turnover may cost the company huge amounts of money that go into recruiting, hiring and training. 


So now that you know the negative impacts of micromanagement, here are some tips for you to escape the micromanagement:

  • Start Delegating Tasks: Delegating tasks is an art that helps you greatly in the long run. Assigning the task to team members gives them a sense of responsibility and it motivates them to work even harder.


  • Always Trust Your Employees: Trust is the most important factor in any organisation, without it the business cannot grow. Always listen to the ideas and suggestions of your employees, it helps you maintain the trust between you and your employees. 

Micromanagement 2

  • Hire Right People: The need to micromanage the employees automatically eliminates if your team knows what to do. Hire people who know their job and can work with less supervision also. Hiring the right people increases the productivity and morale of the organisation. 

There is a very fine line between supervision and micromanagement. And businesses can often be seen blurring this line causing misfortune for the self. Businesses need to understand the fact that employees need the support of senior management and do not like the idea of hand-holding throughout the process. 

The sooner you realise it, the better it will be for you. Avoid micromanagement to grow as an organisation and create a bigger picture for yourself.

Must Read:


Leave a Reply