Hiring competent management should be a top priority for any business, and is often the difference between failure and continued success. Reliable managers know how to use their time wisely and get the most from every employee to meet company goals. But micromanagers constantly undermine company objectives, and no business can afford to let their damaging influence go unchecked.

 

Wasted Time

Micromanagers struggle prioritizing tasks, often taking on more work than they can handle. Instead of focusing on meeting company goals, like strengthening customer relationships or improving sales, they spend most of their time micromanaging simple tasks that require little or no supervision. If your management team continually fails to meet deadlines, it might be time to investigate your business at the ground level and make sure every manager is using company time wisely.

 

Upset Employees

Micromanagers usually focus on inconsequential, procedural details, and their overbearing personalities can quickly drive away productive employees who want a more satisfying job without the stress. Even worse, their constant nitpicking and harassment often suffocates new hires before they can grow into valuable team members. Few people can stay productive in an environment where they feel isolated, patronized, and bullied.

 

Sapped Productivity

A good manager knows how and when to delegate tasks and let employees under their authority take responsibility for their own work. They realize there are many ways to solve a problem, and the company is best served when employees are free to fully use their own creativity and unique strengths to carry out specific goals. Micromanagers overvalue their own knowledge and force employees to do things their way, even when their instructions are short-sighted and counterproductive.

Even worse, advice from knowledgeable employees is often ignored, and vocal opponents of their decisions are either driven away or let go. Few people are patient enough to put up with ignorant managers who constantly scrutinize their actions, multiplying their workload and stress. In many cases, fearful employees will even hide their mistakes from belligerent managers, thus further damaging their employer.

Keeping a micromanager on staff is a decision few businesses can afford to make. Not only do they alienate the most productive employees, but their failure to prioritize tasks makes them a liability instead of an asset. Identifying and removing micromanagers is a key part of any sensible business strategy.