Most employees only realize the downsides of being micromanaged when it takes a toll on professional and one’s mental health. As a leadership style, micromanagement in the workplace is typically not just ineffective but can also hinder the employee’s work performance.
According to Statista, micromanagement not only affects the employees working from the office, but 64% of WFH employees also felt they were being micromanaged. Some stats also pointed out that approximately 69% of employees consider leaving their job because of micromanagement.
If you are unsure how to deal with this harassing management style, this article will inform you about your employment rights. We will also discuss the signs of micromanagement at work and what you can do about it.
Micromanagement is one of the workplace management styles characterized by seeking control, close supervision, and detailed involvement of a manager in their team’s work.
A micromanager closely monitors and directs every task and decision the employees make, often leaving little to no room for independent decision-making.
While micromanagement might seem important for productivity, it does the opposite. Besides making the workplace culture toxic, this management style often prevents employees from exercising their rights.
Below we have discussed the negative impacts of micromanagement on employees.
1. Employees feel Disenfranchised and Lose Motivation
When the employees are monitored at every step, they might lose interest and become complacent. Furthermore, employee control, although a legal right of the employers, is usually frowned upon.
While the micromanager might have good intentions, this management style can suffocate employees while decreasing their chances of success. When the workers feel that their tasks are not completed as they want due to the micro managerial pressure, they may start questioning their potential.
2. It Affects Employee Morale
Micromanagement can make the employees feel that their employer does not trust them enough to work the right way. When employees begin to think that their manager has no faith in them, it is natural to lose confidence in the workplace and themselves.
In fact, micromanagement at work can reduce employee engagement within the office while affecting their morale. Some employees even lose their productivity when they feel their self-confidence has been damaged.
3. Employees Get Burnt Out
According to alarming statistics by Zippia, 89% of workers have experienced workplace burnout in the past year. A good number of these employees reported that micromanagement was a major contributor to burnout.
Such a management style can create a monotonous environment for employees, which hinders their productivity and induces stress.
Can you imagine doing the same task day after day? Anyone can get tired at some point when their employees keep an eye on every task without giving control or responsibility to employees.
4. Makes the Workplace More Stressful for Employees
The constant scrutiny, pressure to meet unrealistic expectations, and fear of making mistakes make micromanagement a stress inducer in the employee’s life.
Prolonged exposure to such stress can lead to various health issues, including anxiety, depression, sleep disturbances, and even physical ailment.
It increases the stress even more when the employee is laid off based on their hindered productivity and inability to work effectively.
5. Poor Work-life Balance
Micromanagement often disrupts the work-life balance for employees. The persistent need for approval, supervision, and reporting can spill over into personal time, preventing employees from disconnecting from work.
This imbalance can result in decreased quality of life, and strained relationships, causing negative effects on physical health and mental health deteriorates over time.
Determining whether you are being micromanaged does not require rocket science, as it is pretty evident. However, it is crucial to be sure that the style of your employer is micromanagement and not the regular way of working.
Watch out for these signs to be sure that your employer is micromanaging you.
Micromanagers want to know everything about what you are up to at all times. They always want to know the task you are working on, how you are going about it, and the progress.
While getting updates from an employee is not wrong, constantly poking them about the task mentally harasses them to some extent.
If you and other employees are being micromanaged, you will feel a lack of authority to take decisions without your manager’s intervention. It might sound like additional help from your manager, but when the time comes to actually make some tough decisions, your micromanager boss will be nowhere in sight.
Do you feel like your manager constantly doubts your competence and lacks trust in your abilities? It can be disheartening when they redo your work and make unnecessary changes.
If the behavior is undermining your confidence and makes you feel undervalued as an employee, it could be micromanagement.
If micromanagement exists in your workplace, your manager might closely monitor your work hours, breaks, and even personal activities.
It can be unnerving when you feel like you are constantly under surveillance and may suggest that your boss does not fully trust you to manage your time effectively.
California employment laws give employees the right to take proper meal breaks. When the employer micromanages their employees, and they fail to take breaks it can be a violation of the law.
Seek legal assistance from an employment lawyer in Orange County, and know if the micromanagement at your workplace is hampering your rights.
When your manager’s behavior starts making you feel demotivated, frustrated, and disengaged in your work, it can be another sign of micromanagement. This style of managing employees significantly impacts their morale and job satisfaction.
Currently, there is no such law that punishes the employer for micromanaging their employees. But there exists a thin line between micromanagement and harassment (workplace bullying). And when the behavior of your employer becomes harassing, you get the grounds to take legal action against it.
While micromanagement itself may not always be classified as harassment, there are circumstances when it can be problematic and potentially fall under the umbrella of workplace harassment.
These situations include, but are not limited to:
If the behavior of your employer is driven by discriminatory motives or biased such as targeting specific individuals based on a protected class such as gender, race, religion, and other characteristics, it can be seen as harassment.
For example, excessively controlling employees from a particular demographic while treating others differently can create a hostile work environment.
Sometimes micromanagement can be employed as a form of retaliation against an employee for engaging in protected activities. According to the California Labor Code §6310, retaliatory micromanagement is illegal in all forms and can cause emotional and financial harm to an employee.
When micromanagement is used as a deliberate tactic to intentionally cause emotional distress or harm to an employee, it can qualify as harassment. This could involve constant belittlement, humiliation, or undermining of an individual’s self-worth.
In some cases, micromanagement can reach extreme levels to become persistent and pervasive to the point where it interferes with an employee’s ability to perform their job.
Excessive criticism and unwarranted disciplinary actions turn micromanagement into workplace harassment.
It is important to note that the determination of whether micromanagement constitutes harassment can vary depending on the specifics of your case and the laws applicable.
If you believe you are being harassed in the form of micromanagement, it is advisable to consult employment attorneys in Los Angeles. Our lawyers can analyze your situation and the facts to tell if the abusive behavior of your employer is micromanagement and what to do about it.
There are no state or federal laws around micromanagement because it is not illegal to some extent. However, if it becomes a form of harassment, then several California and federal laws are there to protect you.
FEHA prohibits California employers from harassing employers based on their protected characteristics such as race, national origin, religion, sexual orientation, and more.
While micromanagement itself is not explicitly mentioned, if it is motivated by discriminatory biased related to these protected characteristics, it may be considered a form of harassment under this act.
ADEA is another act that offers protection to employers from workplace harassment. If the micromanagement is specifically targeted toward employees who are 40 years of age or older, then it might be due to discrimination.
Some more examples of discrimination in the workplace include creating a hostile environment for older workers, which is a violation of the ADEA Act.
If only employees with disabilities are micromanaged, and other people do not receive this kind of treatment, then it could be due to discrimination against some employees.
The ADA is a federal law that protects employees with disabilities and ensures employers do not violate their rights.
These are just a few examples of what laws are there to protect you if micromanagement takes an illegal route. There can be multiple laws applicable to your case when you get harassed at the workplace in the form of micromanagement.
California is an at-will state, and there are no laws around micromanagement, so employers can easily escape legal actions. But with the help of employment attorneys in Santa Monica, you can hold your manager accountable for the harassment you have to go through and the damages you have suffered.
Here is how labor law attorneys can help you with your case:
The biggest challenge here is proving that the behavior of your manager was not just micromanagement but harassment. Employment attorneys specialize in labor laws and have in-depth knowledge of the legal landscape surrounding workplace issues, including micromanagement.
They can help you understand your rights as an employee while determining the legal course of action.
The attorneys can review the details of your micromanagement situation and assess whether it falls within the score of harassment or other legal violations. They will also evaluate the potential merits of your claim by considering relevant laws and regulations to provide an informed opinion on the viability of your case.
If your micromanagement claim has legal grounds, the attorneys can assist in building a strong case on your behalf. They will help you gather evidence such as documentation, emails, witness statements, and any other relevant information that supports your claim.
At Hershey Law, we also help you organize the evidence in a compelling manager to strengthen your case.
Labor lawyers in Beverly Hills are skilled negotiators who can engage in discussions with your employer or legal representatives to seek a favorable resolution. They will advocate for your interests, explore settlement options, and negotiate on your behalf to secure fair compensation for you.
If your workplace harassment (due to micromanagement) claim cannot be resolved through negotiation, the lawyers will represent you in legal proceedings. They will prepare your case for filing a complaint with an administrative authority such as EEOC or DFEH.
Last but not least, besides helping you fight for your rights, the lawyers also protect you from possible retaliation. They will advise on how to protect yourself in the workplace. If retaliation happens as a result of filing a complaint, your attorneys can take that as legal ground for your case.
If the micromanagement has not reached a state where it can be considered harassment, your lawyer might not suggest filing a case. Here are some ways you can opt to put an end to your workplace troubles.
Talk to your micromanaging boss, but do not use the word “micromanaging,” as it might offend them. Instead, focus on behavior and the negative impact, and try to negotiate a different solution that works best for both of you.
Sometimes micromanagement can also be the result of a bad hire or the poor work style of an employee. If you feel that you are being micromanaged, it is time to drill deeper to find the issue.
You can also speak to your manager to know what’s wrong and fix the problem if it lies with you.
It would be great if you could understand the motive behind the micromanaging behavior of your employer. Try to gather as many details as you can, such as understanding the key objectives of your manager behind their behavior.
When you know what your boss wants, it can help reduce the micromanagement issue to a great extent.
If you push back in one way or another- passively or aggressively- your boss may conclude that you can get more involved in micromanagement. It might be tempting to complain about it, but you should take another route to see if it helps solve the issue.
The professional employment lawyers at Hershey Law are there to support you with all the legal help you need to seek justice. Based on the details of your situation, we help you determine if it is a case of harassment or retaliation.
Our experienced employment attorney guides you through every step of the way, from gathering evidence to filing a complaint, calculating the damages you have suffered, and even negotiating.
Do not let micromanagement at the workplace affect you more. Call us at 310-929-2190 for a free consultation and know how you can legally take things forward.