![]() To validate, as concluded by CompareCamp, 76 percent of employees are of the view that they will be happy to stick to an organization that offers flexible work arrangements. Otherwise, they always have the option to freelance in this modern epoch. In case employers fail to do so, employees are happy to put in their resignations and look for a new employer. In fact, as per a Gartner CFO survey, 74 percent of employees are planning to shift their workforce to permanent remote work in the near future.Īs the expanse of telecommuting increases, employees seek more flexibility and autonomy from their employers. Given that, remote work, gravitating freelancing jobs, hybrid work cultures, and telecommuting are becoming popular ideas. Stellar technological innovations like artificial intelligence and IoT are reinventing the corporate space. The virtues that work well in modern times are autonomy and flexibility in the workplace. The corporate world has become quite dynamic and the best practices for business success are constantly changing. The business world has come a long way to have witnessed some overwhelming overhauls in the dimensions of the work environment. Probing further, in the context of the contemporary corporate world, micromanagement is a redundant idea. Do you still believe that micromanagement can help a business advance to new horizons? Empowering employees is the smarter way to lead From high employee attrition rates to ineffective communication in the workplace, all of the above problem areas can attract heavy losses for a business. Ineffective communication and collaborationĪs you already know, all of these above demerits of micromanaging can potentially wreck a business. Higher stress and absenteeism in employees Having said that, micromanagement can attract the following downsides for a business. To add, 85 percent of employees opine that micromanagement interferes with their work efficiency and motivation. In fact, a large proportion of these employees have actually gone about changing their jobs. To substantiate, as per the American Society for Public Administration, almost 70 percent of employees report that they have thought of changing their jobs because of micromanagement. Having said that, micromanagement tantamounts to an ineffective and narcissistic style of leadership. Despite the good intent, micromanagement can sabotage a business and leave its hopes of advancement in tatters. They may have their own reasons for micromanaging and they may be of the opinion that micromanagement is in the best interest of their organization. Of course, a leader’s intent behind micromanaging employees is not something that can be doubted. You would never hear an employee say that they like the idea of being micromanaged. ![]() John Rosemond, an acclaimed American columnist once said, “Invariably, micromanagement results in four problems: deceit, disloyalty, conflict, and communication problems.” This very well sums up the spectrum of problems micromanagement comes with. So, let’s get started! Why is micromanagement a problematic leadership style? However, before we move to the merits of macro-management, it is essential to understand the demerits of micromanagement for a better comparative analysis. To elaborate, this blog sheds light on the key advantages of having a management style inspired by macro-management. By all means, the latter approach helps a business become more profitable and efficient than the former one. ![]() On the other hand, some managers have a knack for managing their teams from the purview of macro-management. Speaking of leadership styles, some leaders and managers are inclined to a micromanagement style of leadership. The ultimate objective is of course to guide an organization to higher profitability that is a realistic measure of the success of a business. In line with their leadership styles, they devise frameworks of ideas for up scaling employee engagement, employee retention and performance management. Every business leader has unique strategies and leadership styles with the common goal of advancing their organization to new horizons.
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