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Why You Can’t Micromanage Your Employees

Although there are some industries that require a certain amount of micromanagement, the manufacturing industry simply isn’t one of them. In fact, an old adage states that “People don’t quit jobs, they quit managers.” With that in mind, we’ll take a moment or two to highlight some of the top reasons why you can’t micromanage your employees in the manufacturing sector.

Added Pressure

Firstly, the very concept of micromanagement adds a great deal of added pressure to your workforce. While this may not be visible in the beginning, it usually doesn’t take long for this kind of pressure to mount up. Beware when it does because the results, which may include increased employee turnover, a negative public image and lower profitability, are anything but pretty. In fact, some companies might never recover from such damage.

Damage Workplace Relationships

Companies that maintain a focus on micromanagement may even be damaging the relationships shared by peers, teammates and co-workers. In some cases, micromanagement may even be stopping these relationships from forming in the first place. If you find consistent disconnects amongst your workforce, or if your workers just can’t seem to get along with one another, ineffective micromanagement could very well be to blame.

Lack of Workplace Freedom and Independence

Micromanagement of your employees also greatly inhibits their workplace freedom, independence and even creativity. This is especially important when working with millennial talent and younger workers who crave and, in some cases, even expect a certain amount of professional freedom. We’re not telling you to forego supervision altogether, but it should be done in a manner that is respectful to the qualities of today’s workers.

Some Details Just Aren’t Important

The primary concept of micromanagement is a simple one and, when used effectively, it can be beneficial to many companies. However, it’s important to know where to draw the line. Tracking every last detail about every single employee may seem useful, and it may even have an intended use in the future, but good managers are able to separate irrelevant or meaningless metrics from those that are worthwhile and concrete.

Suppressing Productivity

When used ineffectively, micromanagement in the manufacturing industry can actually suppress productivity more than it helps. Apart from the obvious drawback of causing qualified talent to leave your company, extreme and diligent micromanagement requires time, attention and dedication from your supervisory or managerial staff members that could be better applied elsewhere in your organization. It’s important to weigh the pros and cons of micromanagement in order to ensure that your strategies aren’t actually hampering productivity in the workplace.

Decreased Job Satisfaction

Finally, excessive micromanagement is bound to have an effect on the overall job satisfaction of your employees. Staff members who were once enthusiastic toward their day-to-day responsibilities may find their enthusiasm is starting to slip. Employees who feel insulted, stifled or even threatened by your tactics in micromanagement are bound to leave your company with little to no notice. The end result of either scenario is decreased productivity and lower profitability across the board.

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