Preventing Micromanagement in Remote Workplaces
This year, over 42% of the US labor force worked full-time jobs from home. The majority of employees want to stay remote post-COVID due to the flexibility and savings it provides them. Employers also save on overhead costs and reduced turnover thanks to remote work, but there are some growing pains. Namely, managers are having difficulty trusting the employees they can’t physically see from the office.
When trust is lacking, micromanagement creeps in. Managers compensate for their inability to watch employees work by demanding excessive control over activities or fixating on minor details. As a result, 1 in 5 employees are saying that micromanagement is the most stressful aspect of working from home. The feeling of being unfairly placed under a microscope is lowering morale, decreasing productivity, and causing workers to consider a job transfer.
How can managers avoid becoming too controlling? The key is to establish better trust with remote employees. Communicate your expectations to your team and trust them to understand. Encourage employees to be transparent about their needs while at work. Watch productivity rather than hourly labor for better engagement. Artificial intelligence can also help maintain an open line of communication while saving both parties time.