Everyone has their own leadership style. It’s just that you should avoid the micromanagement leadership style. Micromanagement is known as a leadership style that is carried out with excessive control. In order to achieve targets, or for things to go as desired, you try to regulate the way your subordinates or staff work down to the details. Here are several reasons why you shouldn’t do micromanagement, especially in the business world.
1. Employees become ‘spoiled’
After being under excessive supervision and direction for a long time, over time, employees become ‘spoiled’. Nothing is always waiting for instructions from you, so their initiative is completely lost. In the end, you yourself will be in trouble because you have unreliable employees. Everything must wait for instructions first. Unfortunately, you know, the skills they have are finally dulled due to not being given the freedom to think for themselves.
2. Danger to business
One of the things that makes a business last is innovation. This is impossible to do with a micromanagement leadership style. Their ideas are often turned off because they always have to do what you want, making them lazy to think creatively. As a result, your business is stagnant and has a big chance of being crushed by competitors who can offer different things to consumers.
3. High employee turnover rate
Employee turnover in a company is natural. The problem is if the turnover rate is high, and this is because employees are not comfortable working with leadership that is too controlling. Too often changing employees apart from wasting the company’s energy because they have to always train from scratch, this is also not good for employee morale. There is no closeness between employees because they often change colleagues. Just being close for a while has changed people. Teamwork is not good.
That’s the article about the dangers of micromanagement leadership in a business. If you like this article, you can share it with many people. If you have criticism or suggestions, you can write them in the comments column. Thank You.
