Micromanagers: Reasons Employees Can’t Stand You | #PeopleSkills
by Kate Nasser |
According to a Gallup study, micromanagers are poor-planning hypercritical bosses who are not involved very much with those they lead. Many are. Other micro-managers hover and employees wonder why they themselves came to work. This ruins productivity and morale. So here’s a stark look at why employees can’t stand you, the micromanaging bosses, and how to change the way you manage.
Micromanagers: Would You Want to Work for You?
Managers, to answer this question without bias, you must take a courageous look at how you manage.
Do you regularly …
Organize your thoughts in advance and communicate clearly? Wonderful. If not, you are a last-minute nudge micromanaging the chaos you create.
Identify employee talents/skills and rely on them? It requires you to share credit and also be ultimately responsible for failures. Bravo. If you can’t, you are micromanaging and disrespecting employees.
Empower employees with training and trust? Be available when they need guidance? Or pretend to empower but micromanage instead?
Applaud employees’ efforts and results? Fantastic if you are! Or do you point out mostly their mistakes and criticize them? You demoralize them and they can’t stand you.
Inspire them? This is the magic of leading morale for great results. Or do you micromanage on procedures and metrics? It makes you feel safe yet it beats employees down.
Micromanagers: Reflect on Your Impact
As you read through the above list, focus on the impact of micromanaging. You’ll notice these words and phrases: Last-minute, chaos, lack of trust, your comfort, criticism instead of applause, poor planning and communication, leading for metrics instead of leading people.
You likely have those you manage always trying to manage you! Huh? WOW. How absurd is this? In fact, it means that you have become not just A bottleneck. You have become THE bottleneck. No empowerment, horrible morale, and little chance for the employees to succeed. Would you want to work for you? I wouldn’t.
Why Do New Managers Start Out Micromanaging?
Because they …
Lack the big picture. They go from one issue to the next as they learn the scope of the job. This gives the impression they are micromanaging. To prevent this, ask experienced employees to brief you on their work, goals, and results. Ask them what obstacles are in the way of success. Help them remove the obstacles. That’s where you will buoy their morale and productivity.
Are insecure about their new promotion and want employees to show them respect. I cringe when I see this happening. I feel for the insecure manager and the employees. Instead of this painful behavior, tell employees straight out that you value what they do well. Let them know your role is to plan, guide, foresee trouble, help prevent it, empower, and facilitate success. If you don’t, you will confuse not being in charge every minute with not being respected.
Micromanagers: Last Minute Struggle
If you struggle with planning and organizing and training courses haven’t helped you, tap an employee with this talent to assist you. You don’t have to be perfect to avoid micromanaging. You have to be honest with yourself and tap the talents you don’t have.
From my professional experience to your success,
Kate Nasser, The People Skills Coach™
©2021 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email firstname.lastname@example.org for permission and guidelines. Thank you for respecting intellectual capital.
Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.
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