The Dangers of Micromanagement and the Power of Trust

According to one study, 85% of people said they left jobs because of a difficult manager relationship. Does this ring true for you?

We all remember our favorite boss (or it could be a boss’ boss). It’s an experience that sticks with us for life, right? When you have a trusting relationship and supportive guide, your career is accelerated.

In my leadership workshops, I ask participants to picture their favorite manager. Smiles light up. Then I ask them to think of their most challenging manager, and I see cringing.

After a minute of thinking, we share the qualities and characteristics of each. For the best managers, the common descriptors are no surprise:

• Visionary

• Supportive

• Motivating

• Teacher

• Open book

• Inspiring

• Approachable

• Genuine

• AND fun!

When describing the most challenging management traits, I hear descriptors like:

• Lack of appreciation

• Lack of trust

• No boundaries

• Punitive

• Humiliating

• Highly emotional and reactive

However, do you know what the number one most common challenge and culture killer is?

You guessed it, micromanagement is #1.

Micromanagement is common and negatively affects employees and company success. Excessive monitoring and control stifle creativity, innovation, and create a distrustful and demotivating environment.

Causes of micromanagement include lack of trust in employees' abilities, past negative experiences, desire for control, and unclear communication. To overcome micromanagement, managers should build trust, empower employees, and provide clear communication, realistic expectations, and autonomy. Trust and empowerment encourage initiative, critical thinking, and contribution.

Building a high-trust culture requires a shift in leadership approach. Managers should prioritize relationships, provide regular feedback and recognition, foster open communication, and offer coaching opportunities. Managers as coaches influence and develop their team effectively by explaining the why and letting employees figure out the how. Delegating tasks and showing confidence in team members boosts engagement.

Trust is earned and requires employees to take personal responsibility, meet deadlines, and deliver quality work. Communication is key, and open and honest conversations should address any issues. The manager-direct report relationship needs nurturing.

As key indicators of success, it pays to proactively build trust and empower team members. Ultimately, you will unleash the organization’s human potential, improve performance, and drive success.