5 Inevitable Sequels of Micromanagement

The management styles of your top executives can affect your overall business flow and revenue performance more than you know. Employees join companies but leave managers. Gallup, an analytics company that help leaders and organizations in knowing the attitudes and behaviors of employees, customers and citizens backed up by its 80 years of experience with global reach, organized a poll of more than 1 million employed U.S. workers. The poll concluded that the number 1 reason people quit their jobs is a bad boss or immediate supervisor. 75% of workers who voluntarily left their jobs did so because of their bosses and not the position itself.

In spite of how good a job may be, people will quit if the reporting relationship is not healthy. And for some isolated situations, micromanagement is impacting that relationship.

Micromanagement is a management style whereby a manager closely observes or controls the work of his subordinates or employees, which might affect the sense of professional freedom of employees.

The need to feel trusted and valued is a key ingredient to which every corporate manager must first remember to fulfill on their employees, in order for their business goals to be achieved.

In our world that is hungry for fast-paced and perfection-driven results, many organizations nowadays choose to hire managers who seem to be in control of everything, every nook and cranny of the trade. The consistencies of the production of good results, however, eventually dwindle, due to the erosion of their workers' confidence. Next thing you know, the people are calling it quits.

According to the Philippine Statistic Authority, 79 per 1,000 employees are either resigning from their jobs or got laid off in the fourth quarter of 2015. The workforce may have diverse reasons for leaving their jobs, but the organizations are often at fault for unconsciously sending them away.

Here are the 5 unavoidable sequels of micromanagement every business should be wary of:

Diminishing Productivity

The manager's constant giving of input and alteration of employee workflows can result to slow employee response time. And in some case, even mediocrity. In order to address this as an entrepreneur, you can train your top managers to give feedback per department instead of per individual if the situation applies. If his feedback will generally improve and shorten the processes of the employees without sacrificing the quality of their outputs, then his feedback should...