The impact of micromanagement on employees

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How can remote workers cope with this incessant monitoring? (Some are turning to creative solutions, such as using a mouse to keep their status awake even when they're away.)

It's a cat-and-mouse game that highlights how damaging micromanagement can be.

Here are ten ways micromanagement affects employees:

1. Employees lose motivation
Micromanagement quickly drains motivation.

For example, Lisa, a marketing specialist, used to enjoy brainstorming creative ideas. But when her accounting directors email list boss started dictating everything she did, she stopped putting in the effort. She thought that sticking to a routine was the only way to avoid further scrutiny. Over time, this constant monitoring made her question her abilities and wonder if her role was the right fit for her.

2. Workers are less committed
If we've learned anything from our last example, it's that engagement is about feeling absorbed in your work. Micromanagement kills that feeling.

Instead of focusing on tasks, employees start dealing with constant instructions and intrusive questions. Some simply “switch off” mentally, while others become nervous or frustrated. In either case, their commitment decreases, as does their interest in work.

3. The initiative takes a backseat
Many bosses expect employees to take initiative, but they don't create an environment of compatibility. When someone is hot on your heels, taking initiative seems pointless. Why bother if your ideas are likely to be dismissed?

Employees stop suggesting new approaches, knowing their boss will overrule them anyway.

4. Trust is eroded
Constant micromanagement is a sign of lack of trust.

Dave, a sales rep, noticed that his boss’s constant surveillance created distrust within the team. They gradually began to keep things to themselves, reluctant to share ideas or collaborate, as they expected the boss to overrule their input. This atmosphere of distrust damaged the bond between team members and created an environment of uncertainty.