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[quote=Anonymous][quote=Anonymous]I think micromanaging bosses push out employees unfairly, both deliberately and unconsciously. Micromanaging can also absolutely be used as a form of deliberate harassment or retaliation- there is plenty case law on this where a formerly great employee is placed on a PIP immediately after blowing the whistle.

There is a lot of literature on the harms of micromanagement. It’s a real thing, and very bad for productivity and employee development. Even here on DCUM I’ve seen managers post weird things like how they “do not tolerate a single error.”

What happens is that the micromanaged employee gets totally demoralized, and may start to actually become less competent due to the psychological impact. Like, I had a boss who would regularly spend considerable time lecturing me on how I had not correctly changed the header of documents the way she had instructed me to do. I am an attorney and subject may terrible expert, yet we would spend literally ALL the time on trivialities and none on the substance. It was maddening. She did not do it consciously but I absolutely would have quit if I hadn’t been restructured to another boss.

The other related thing that happens is the micromanaging boss has unrealistic expectations and believes that small errors means the employee is a bad employee. This can lead to a viscious circle where the employee can’t meet those expectations, gets evaluated unfairly, gets demoralized, performs worse, then leaves.

Micromanaging as deliberate harassment or retaliation is less common but as I progress in my career, I believe it happens far more than you’d think. [/quote]

+1 my former boss micromanaged and nitpicked to death because she had no idea what she was doing, so she picked the low-hanging fruit, which was to get wrapped up in process rather than product. [/quote]

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