Yes, Micromanaging is a Great Way to Retain Staff…NOT!
Be warned. I’m going to repeat language that people used when explaining the effects that micromanaging had on them at work. There, I warned ya.
“All my manager does is micromanage and it sucks,” was said during a roundtable discussion I was running. “She corrects/edits my work and is on top of her reports like flies on sh*t and I am leaving. I am giving my notice next week!”
The group of 15 was not surprised as our topic of discussion was things managers do to make you want to leave your job.
Seven Signs of Micromanagement
According to health and wellness coach, Victoria Repa, there are 7 signs that we regularly point to when it comes to micromanaging.
Trust (Lack of)
Too many meetings
Perfectionism
Approved Dependency
Small Details/Big Problems
Unrealistic Deadlines
Punitive Environment
Why Do People Micromanage?
One or more of these crush morale, lower productivity and get staff to consider looking for another job. I asked my group to come up with reasons people micromanage and these were the results.
- Feel the need to be in control
- Find it difficult to trust others
- Are inexperienced at managing others
- Have poor self-esteem
- Feel inadequate if other perform better than they do
- Under tremendous pressure
- Part of a workplace culture where micromanaging is common
Gone was trust, respect and real managing, only to be replaced by the feeling as one participant put it, “It’s crappy to be treated like you’re in high school when I’ve worked so hard to get to where I am.”
That stings, because we recognize that managers who “micro” burst a hole into the self-esteem of their reports. Additionally, there is lower productivity, more complaining to coworkers and a drain in talent.
What can be done? The answers are both easy and complex. The latter is due to the fact that those who micromanage are unaware or unable to stop.
Who can you tell? Higher ups? Yes, but that can be risky too. Back to what can be done.
What Should You Do If You Have a Micromanager?
Here’s is how you can stop, crush or slow down incessant micromanaging.
- Leave your job. This speaks for itself.
- You can try to build trust with open discussions and ask yourself if this is in part due to your work or late arrival.
- This one is difficult, but if you can investigate your manager’s world and try to understand why the micromanaging occurs, it may give you important insight and help with discussions.
- Anticipate your managers next move beforehand. This can show that you think ahead which may ease their need to micromanage you.
- You can ask specifically if there are things you might do to improve your performance and earn their trust. Some managers are receptive to this approach.
- Does your company have high employee turnover? If yes, this is a great reason that managers micromanage.
We hate being under a microscope. It deflates our inner drive. There are steps you can take and I always recommend having a 1:1 discussion to begin the process of slowing this down.
It was Ryan who said this in our group, “You vetted me. You chose me over other candidates. I did not sign on to be micromanaged. I agreed to work at XYZ because I wanted to, and I did not agree to be treated like a child. Stop it. Trust me to do my job. If I need something, I most certainly will reach out.”
After several folks applauded, I concluded by saying, “Yep, that sums it up right there!”
Continue the Leadership Conversation
The ideas in this article are part of a broader conversation about leadership, employee retention, workplace AI, and organizational change. Scott helps organizations across healthcare, government, manufacturing, financial services, technology, human resources, safety, early childhood education, and professional associations develop stronger leaders and build more engaged workplaces.
Explore Scott’s keynote programs:
- Leadership Speaker – Build stronger leaders, improve communication, and create high-performing teams.
- Employee Retention Keynote Speaker – Strengthen engagement, reduce turnover, and build workplaces where employees want to stay.
- Workplace AI Speaker – Help leaders and employees prepare for the future of work while keeping people at the center of organizational success.
- Change Management Speaker – Equip leaders with practical strategies for navigating disruption and leading organizational change with confidence.
