The Leading Cause of Professional Divorce: Micromanagement

In the world of professional relationships, micromanaging can be the cause of what many would consider a “professional divorce.” This raises the question: If a boss doesn’t trust their employees to do their job, why did they bring them into the company in the first place? This is a question that many employees find themselves asking as they navigate through overbearing leadership and workplace trauma.

So, what exactly is a micromanager? A micromanager is a leader who manages with extensive control and attention to detail, often causing employees to feel overworked and underappreciated. It sends a message that the leader doesn’t trust their employees to get the job done right, which can lead to employees feeling undervalued and underutilized.

People don’t quit companies, they quit people—namely their direct supervisors. When a leader micromanages, it can create a toxic work environment that ultimately drives employees away. This can lead to a decrease in the quality of work, as employees are forced to prioritize quantity over quality in order to meet the demands of their micromanaging boss.

So, how can this change? Trust is the key. Leaders must have trust in their employees to build a strong and healthy professional relationship. Trust is the emotional glue of all relationships, and when it begins to break down, cracks start to appear. If trust isn’t rebuilt, employees will inevitably start to look for a new, more trustworthy partner.

Micromanaging can be the downfall of a professional relationship. Leaders need to trust their employees and give them the space and autonomy to do their job effectively. Without trust, the foundation of the professional relationship begins to crumble, and employees will start to seek out new opportunities where they feel valued and trusted.