The Pitfalls of Micro Managing

Over the years we have all become familiar with the Orwellian ideology of "Big brother is watching." Some may agree with this but nobody is comfortable with the idea of someone always looking over their shoulder. In this country this unfavorable practice is commonly known as micro-managing. This is the worst type of management! I believe that micro-managing should be considered a form of harassment. A perfect example of micro-managing is when a supervisor asks an employee to perform a specific task; then they constantly monitor how the person handles the task from start to finish. I have never liked anyone hovering over me. It always made me feel like I was being detained in a correctional facility. Micro managing makes an employee feel like he/she is incapable of successfully performing work related tasks.

It is not good for an employee to feel like a supervisor does not have confidence in their work ability. Micro managing does not motivate employees. Companies that have confidence in their employees' ability are usually successful. For example, Microsoft, Apple, and Southwest Airlines all have confidence in their employees. It shows in not only their financial performances but also the dedication and loyalty of employees. Micro-managing causes employees to become easily agitated which makes them refuse to take any initiative in performing job tasks without being instructed to do so. It is hard to understand what makes supervisors micro-manage but I believe the answer is very simple. Supervisors may choose to micro-manage because he/she may have issues with their own incompetence. Some supervisors take pleasure in purposely making employees feel inferior. The level of respect that employees have for supervisors that micro-manage is often slim to none.

Micro managing is very common in a sales driven environment where meeting quotas may be mandatory for employees to keep their jobs. Nobody wants to work in constant fear of losing their job. This risky form of management can prevent any organization from operating as a well oil machine. Supervisors should refrain from micro managing but instead should manage by objectives and lead by example.