414-421-9626 jeff@jeffkortes.com

This employee retention speaker and employee retention author has seen how devastating having micromanagers in your organization can be to your employee retention strategies.  Aside from sucking the life out of your people so they don’t want to get involved and are afraid to take initiative, it drives people out of the organization.  As a “headhunter” and employee recruitment expert, my team loves to call into organizations as part of our strategy to recruit people.  Here’s how it works.  We get into an organization and engage a potential person in a conversation.  One of the questions we like to ask is, “What is your boss like?”  If we get the response, “My boss is a micromanager,” we know that the person is a prime candidate to leave.

Micromanaging sends the message that the boss does not trust you or your value to the organization.  If you are not trusted, you feel as if you are not valued and are not important.  Once trust disappears, a person is on their guard all the time.  They are walking on pins and needles figuring that they will be second guessed with every decision that they make.  Coming to work becomes oppressive.  There is this constant tension of not knowing when you are going to be “called on the carpet” and your work questioned.

With this thought process going on in a person’s mind, all we have to do is engage them in a discussion about what the person will be like that they might work for if they take a job with my client company.  As this employee retention trainer describes the immediate supervisor they could be working for (who is not a micromanager), I can hear the enthusiasm and the excitement in the voice of the person that I am trying to recruit.  Then, all I have to do is to tell them about my client’s organization and the culture that exists.  After that, it’s merely a formality that the person will send me their resume and I will present them to my client.  Assuming the person has the proper skill sets and is a good personality match, that person becomes an employee turnover statistic to their current employer.

If you have micromanagers in your organization, you need to have a heart-to-heart conversation with them.  If you don’t you will see a revolving door of talent in those departments.  Micromanaging is the kiss of death when it comes to employee retention.  After all, why would anyone work for someone that doesn’t trust them!