Have you ever been micro-managed? or worse, have you been the micro-manager yourself?
Most of us have either done it or have been subject to it! - I'm sure I have been on both sides in the years I have been working around the world.
Did you know that managers and organizations may be taking away employees' autonomy by micromanaging them?
Did you also know that one of the three basic psychological needs (according to self-determination theory) is autonomy?
-Autonomy: Sufficient choice
The others are:
-Competence: Making progress -Relatedness: Meaningful connections
This level of micromanaging implies a lack of trust in employees' abilities or intentions to work effectively, resulting in diminished autonomy, increased conflict, and heightened distress.
What a lose-lose situation this is...
In addition, such micromanaging can also diminish self-determined motivation.
To avoid these negative consequences, it is essential to train managers in making sure they can truly support employees' autonomy.
More deep work and less busy work as Roberto Ferraro has in his illustration can one way to help, but of course, there are many other ways to give autonomy, increase competence and relatedness
Have you ever been micro-managed? How would you like to experience more choice, more progress, and more connections at work?
#behavioralscience #digitaltransformation #humanresources