Micromanagement

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Micro management is not the answer to effectively managing your company, it has more cons than pros. As a manager, you have to determine when and how to micromanage. Here are some results of micromanaging your company. 

1) Do not be a Helicopter boss - Hovering over your staff after they have been given an assignment, does not give your staff a sense of freedom to do the tasks assigned to them. People tend to be more creative when they are given more autonomy, they feel able to make the best choices needed to complete a given task.

Train staff to be managers instead of workers, let them think like a manager as if they own the company, this will build their competencies, let them learn from the mistakes they make. Focus on what only you as a manager can do and do those tasks.

2) Breakdown of relationships is one of the result of micromanagement - Staff will feel that you can't trust them, that's why you keep such a close eye on them. Their sense of self will be greatly affected, and they will end up not liking you as their manager.

If individuals feel that you are patronizing of their abilities they will leave and find somewhere else where they can be trusted to do their jobs.

3) Include employees in the decision making and goal setting processes - They will then feel as if they have a vested interest in the running of the business.

4) Allowing workers to work remotely will help - Studies have shown that workers are more productive when they are allowed to work at their own pace. This clearly shows that a task master is not needed to ensure that individuals do their jobs.

Put in place measures for the employees to follow, so that tasks get done in a timely manner, train staff to improve their efficiencies in an area and reward them for job well done.

5) Employees generally tend to come down with a range of illnesses - due to the stresses encountered in the workplace from a manager that is always hovering over the employees, these illnesses range from resentment to depression to heart issues. This has a direct negative effect on the company's bottom line. 

It is advisable that you get to know your staff personally as persons and not workers and find out their strengths and weaknesses, so that you can know what responsibilities to give to each one! This will be a win, win for all parties involved.

Sources: Plural Sight, Villanovau