Transcript of HR Podcast #30: The Effect of Micromanaging Supervisors on Employee Turnover and Morale
Working on improving employee engagement?
EPIC is an Employee Engagement software that gives you the tools and insights to create a workplace culture that encourages engagement, loyalty, and trust.
Let’s talk about micromanaging and the role that micromanaging has in terms of employee turnover.
To micromanage based on the dictionary definition means “to manage especially with excessive control or attention to detail”. I know that you know that but I think it is so important to get that clarity.
Now here’s my definition:
1. Standing or hovering over staff
2. Not allowing employees to make their own decisions no matter how simplistic the decision.
3. The need, dare I say the excessive need to ask detailed questions about the decisions that you do let your employees make.
4. Appearing at your employees’ work stations unannounced in order to make sure that your employees are doing what you think they should be doing.
Now I know there are so many reasons why a supervisor may take micromanagement as a valid approach with your employees. And some of those reasons could be that your employee has frequently missed deadlines. Or that he or she is under-performing. Or you have a staff person that seems to lack confidence or maybe that person is unsure and needs direction. Or you could have employees who have constantly proven that they lack the ability to work autonomously.
But, being a micromanager does not usually go over well with your employees. And if you can identify with the definition of a micromanager, you may be surprised of what your employees are thinking. They are thinking that you are someone who is controlling. They think that you don’t trust them. They assume that you don’t have anything better to do with your time. Believe me these are all valid perceptions based on conversations that I’ve had with employees overtime.
Now most employees, especially those who are really proud of the skills and the work experience that they bring to the table and value being valued as a professional, those employees are usually very miserable but you won’t even have a clue that this is the case because those are the same employees that are going to be very professional in their interactions with you.
The bottom line is employees who are micromanaged will feel unappreciated and smothered. This will affect your employee morale and motivation of your staff which is going to absolutely contribute to your employee turnover rates.
Now a savvy manager understands the importance of hiring people who have expertise that they don’t have. So if you are a micromanager you want to stop – really work on not micromanaging. Let your employees do the work that you hired them to do without needing to constantly check up on them.
I’m not saying that you don’t have the right to know what your employees are doing but your approach needs to be professional, balanced, and appropriate. You want to avoid breathing down on your employees’ necks, unless you are dealing with a staff member who really is underperforming.
If you want to keep your staff and you want to keep your best staff, work on micromanaging if you fit that definition.
Just my opinion.
Latest posts by Dianne Shaddock (see all)
- Proactive Employee Management Really Boils Down To The Basics - December 21, 2015
- Office Meetings Do Not Have To Be A Productivity Time Drain If Done Right - November 17, 2015
- Proposed Changes To Employee Rights Laws: WAGE Act Bill - November 3, 2015
- Why It Is Important to Distinguish Interns From Employees – Especially In Cases of Unpaid Interns - October 27, 2015
- Exempt, Non-Exempt, Overtime Eligible… Deciphering the Rules Around Pay - September 15, 2015