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micromanagementPsych Today
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75% Informative
The practice of micromanaging can be harmful to employees as well as their workplace.
Micromanagers lower productivity, increase staff disengagement, and contribute to employee turnover.
Organizations supporting micromanagers often drive away talent and foster mediocrity.
DeLeon and Tripodi describe the Army ’s style as bureaucratic, driven by the fear of failure and uncertainty.
Micromanaging healthcare clinicians harbored personality characteristics of distrustfulness, perfectionism, and low self-esteem.
Organizations that overtly or covertly support micromanagement styles will attract helicopter bosses, promote top-down autocracies, punish those who take risks, quell creativity, fail to attract talented employees, and foster mediocrity.
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