A hint to micromanagers: When you look at people too closely, you will surely find flaws.

I would like to identify zero-target managing, a serious case of micro-managing as sub-atomic managing. Ever heard of that word, sub-atomic? Well, here it is now, I’m telling you.

Once the staff is being treated poorly at work— that’s zeroing on at the false target. If results are low, it could be that the unfortunate personnel is not being negligent at work, but just frustrated at infinitesimal how-to-do details that are handed.

Hindered. A worker cannot carry out what one is supposed to achieve. This can be the upshot of managers overly-communicating with them. Things can get confusing on which task to do first, and precisely in the manner that was given.

When the nature of work inclines with the creative, micromanaging is a creativity-killer. Do not expect good results when people are given the impression that they are not trusted for what they can do.

Seasoned personnel can feel low in morale when a micromanager steps into the scenario, telling everyone what to do, step by step, line by line. They feel let-down with the fact that they get no good completion at tasks plus they often get reprimanded for not doing the manager’s minute method of doing things.

The issue of micromanaging is indication of the manager’s distrust on people.  Disregarding the staff’s efficiency and problem solving skills makes a slump in the organization’s total performance. Everyone suffers when micromanagers are actively pursuing their responsibilities.

On the contrary, status checking and reporting can be set on a regular basis so the flow of work can be tracked down. Follow-up and ask if person assigned needs support or experiencing some problems with the task. It would be better to delegate work while the manager supplies the tools. Focus on the results that workers can furnish at the end of the day. Everyone has unique ways of accomplishing work; it does not have to be mechanical.

Managers will develop efficient employees when they are allowed to absorb job knowledge and make decisions. People were hired, primarily to do their jobs. Now let them.