You’re Micromanaging Your Team Right Into the Ground

June 25, 2014

 Micromanaging

We all know that stress can cause an array of health problems, decrease productivity at work and stifle employee engagement. Just about every negative effect that stress at work produces, translates to an impact on the success of the organization, and micromanagement is a bigger culprit than you might think.

At their core, any micromanager’s goal is to increase productivity, turn out great work and make sure that every “i" is dotted and every “t” is crossed. In their mission for greatness, these leaders are blind to the fact that their leadership style is actually misaligning them and their team from the very goals they’re working so hard towards.

They mean well, but….

A recent study of over 7,000 workers in Norway found that people who work in stressful environments and who are micromanaged are more likely to take extended sick leave. This type of leave is defined as more than 16 days off in a row. Just imagine the kind of dent in productivity it would make if any one of your key players were to take over 2 weeks off of work. That’s not all either. These workers were also more likely to have chest pain, nausea and shortness of breath.

It’s not working.

So not only does micromanagement stress employees out and negatively impact productivity, it’s actually making workers sick. Business leadership expert, Dr. Paul E. Adams said:

“Micro-managing may work for a while, but in time, it acts as a brake on all progress. New ideas, new products, new markets are discouraged as the talent to create and move forward has been imprisoned in the mind of one person-you! It is your inability to ‘pass the torch’, thinking only you can win the race to success that will sabotage your drive for the ‘brass ring’.”

The problem with identifying and addressing the issue of micromanagement is that…the manager is the one doing it. Who does that leave to get them in check? An employee can’t exactly walk into their superior’s office and say, “Hey man, you need to lay off and let me do my job.” That just wouldn’t fly. So what’s the solution to this all too common leadership issue?

Technology!

Yes, technology –who would have guessed. A recent study conducted by Harris Interactive on workplace stress revealed that the average stress levels of workers have risen by 10% in just 12 months. Ready for the “no-duh” statement of the year? Leaders have to find a way to stop the rising trend of workplace stress today! Surprisingly enough, here’s a no-duh solution as well. 

ClearCompany’s talent alignment platform eliminates the need for, and urge of managers to micromanage their team. Otherwise good leaders can now focus on truly driving success because they can let the reigns go. Our software creates complete transparency across all levels of an organization. Managers and leaders are given a dashboard of real-time information about the progress of every goal, the productivity of every worker, successes and failures and everything in between.

Micromanagers feel the constant need to align workers with goals. That’s a good thing, but only if those goals are relevant, effective and clear (which they are probably not). Goal alignment and performance tracking software isn’t just a tool to get individual workers on track, it gets management on track as well. You don’t need to identify and fix micromanagement; you simply need the right tools to eliminate the problem. 

Stop making workers sick with stress from over-management. Take a demo right now and find out how ClearCompany can make your professional vision a reality with a hands-off approach. 

Did you know Talent Success has the power to reshape business, and it all begins with your company mission and goals? The ClearCompany Talent Operating System is the only software that utilizes your organization’s mission, competencies and goals to hire, retain and engage more top talent; creating unparalleled levels of success.

photo credit: AdamBindslev via photopin cc

Talent Alignment, Goals, Micromanager, Micromanaging, Productivity, Leadership, Performance Management System, Performance Tracking

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