How To Make Good People Quit
A good employee relationship is based on trust. It’s hard to convey a feeling of trust, however, when the boss constantly manages employee actions. This micromanagement style limits productivity and is one of the main reasons why employees leave a job for another that offers greater freedom.
Brigette Hyacinth, a noted expert and author on leadership and employee management, offers five ways micromanagement can effect an employee relationship.
- Decreased productivity. “When a manager is constantly looking over their employees’ shoulders, it can lead to a lot of second-guessing and paranoia, and ultimately leads to dependent employees,” Hyacinth says.
- Reduced innovation. Creativity suffers when employees think their ideas are invalid or will be constantly criticized. Hyacinth says in work cultures where risk-taking is punished, employees will not dare to take the initiative. “Why think outside the box when your manager is only going to shoot down your ideas and tell you to do it their way?” she says.
- Lower morale. When employees feel like they cannot make decisions without their manager’s input, they feel suffocated. “Employees that are constantly made to feel they can’t do anything right may try harder for a while, but will eventually stop trying at all,” Hyacinth says.
- High staff turnover. Talented employees who are micromanaged often end up leaving the company in pursuit of other opportunities where they can be free to use their talents.
- Loss of trust. “Micromanagement will eventually lead to a massive breakdown of trust,” Hyacinth says. “It demotivates and demoralizes employees.”
Hyacinth says that a manager’s job is to provide guidance and support by facilitating a healthy environment where employees can perform at their best.
“If you hired someone, it means you believe they are capable of doing the job,” Hyacinth says. “Then trust them to get it done.”