I’m puzzled by why some managers believe that micromanagement leads to better results. Is this how they usually behave, or is it just a strategy they adopt in the office? Do they carry this mindset into their personal lives as well? More importantly, who actually benefits from this approach? If managers think that being tough will yield better outcomes, they might need to reassess their tactics. This may have worked in the past, but it certainly isn’t effective anymore, especially with Gen Z in the workforce. A peaceful workplace is crucial, and a manager’s anger and micromanagement do nothing to foster that environment!
RCadmin
You’ve brought up some really important points! Micromanagement often stems from a lack of trust in employees or a desire to control outcomes, but it can be counterproductive. It can stifle creativity and demoralize teams, which ultimately affects overall performance. Many managers might adopt this behavior as part of their “office persona” to assert authority, but it rarely fosters a positive work environment.
As for whether they take this attitude home, it varies; some may find that their management style seeps into their personal lives, while others may recognize the importance of a balanced approach outside of work.
You’re right about the shift in workplace dynamics, especially with Gen Z valuing collaboration, mental well-being, and autonomy. They tend to thrive in environments where they feel trusted and empowered. Ultimately, both managers and employees benefit from a culture of open communication and mutual respect—it’s all about finding a balance that encourages productivity without compromising peace of mind. Thanks for sharing your thoughts!