Why Not To Micromanage

Micromanagement-excessive control over employees’ work-often does more harm than good. While some managers believe it ensures quality, it actually damages morale, stifles creativity, and reduces productivity.

I've been micromanaging and it is horrible when I see myself from the distance of time. When I would have been micromanaged I would probably leave a company since I wouldn't be able to be creative and wouldn't feel the freedom of building something where I also can give part of my mind to it.

When employees/co-founders are micromanaged, they feel distrusted and undervalued, leading to frustration and higher turnover. Constant oversight interrupts work, slows progress, and discourages initiative. Innovation suffers because employees are afraid to try new ideas or solve problems independently.

Micromanagement also erodes trust, damages team relationships, and can quickly lead to burnout. Ultimately, it hurts the organization by lowering performance and making it harder to retain top talent.

What to Do Instead:

I think it is needed to train better my employees so they have higher Task Relevant Maturity and I can trust them more.
Set clear goals, delegate tasks with trust, focus on results rather than methods, and offer support without unnecessary interference. Empowered employees are more engaged, creative, and productive-driving greater success for everyone.