How Micromanagement Hurts Turnover Rates And How To Identify The Culprits In Your Company

By May 5, 2022 No Comments

** Special Announcement **
Tighten The Lug Nuts: The Principles of Balanced Leadership
(e-book) achieved #1 Bestseller status in two categories –
Business Leadership and Business Management.
Get your copy today at Amazon. **




We are pleased to announce the launch of our LEADERSHIP LIBRARY PODCAST. Our pilot episode was released December 2nd, with releases scheduled for Tuesday and Thursday mornings.

Morning coffee is one of the joys of life. When you add your Cup of Joe to your visit to the Leadership Library podcast, your morning coffee will add an educational, entertaining dose of leadership octane to your day!

Our Podcast will focus on Leadership and Legacy as we create AHA moments from my book, Tighten The Lug Nuts and my over 40 years of boots on the ground leadership experience. Great leaders challenge their people NOT TO STOP AT THE FIRST RIGHT ANSWER. Tighten The Lug Nuts and these visits to the leadership library will help you move past that first right answer. The detailed examples are organized in an educational and entertaining way to form a framework of real-world concepts. The book serves as a blueprint that can be easily applied by leaders, entrepreneurs, and all of us in our everyday lives. I hope you enjoy the shows!

The format will allow us to approach concepts in 3 to 5-minute segments that are designed to fuel your day and your journey. This will include what we have been building to inspire innovative ideas and provide benefit to your business and your life journey. With these curated briefings, we hope to give our listeners inside access to what I have been researching, designing, building, thinking, and executing over these 40 years.

Past episodes include:

Ah Ha Moments
Balanced Leadership
Broad Based Leadership
Company Values
Don’t Stop Thinking About Tomorrow
Goal Setting
Leaving a Legacy
Personal Values
Values as the Glue
Keys to Success
Build Your Brand Mosaic
Feeling like a Valued Individual
Go to Where the Puck is Going
Know Your Customer
Performance of a Successful Team
Significant Events
Strategic Vision
The Big 8
Act Like an Owner
Visualize What Good Looks Like
Bad News is Better than Ugly News
Bring Your Vision To Life
Meet You Outside Your Comfort Zone
Market Assessment Outside Of Your Control
Market Assessment Within Our Control
My Significant Lesson
Operational Excellence
Simple Acts of Kindness
Someone’s Always Watching
Strategic Process
The Engagement Process
The Obvious Is Not Always The Obvious
The Great Barrier Reef

with many more topics on the schedule

I hope you enjoy your visit to the LEADERSHIP LIBRARY podcast at www.tightenthelugnuts.com
and use www.tightenthelugnuts.com as your library pass, or visit /1484407 target=”blank”https://www.buzzsprout.com
or Apple Podcasts.

How Micromanagement Hurts Turnover Rates
And How To Identify The Culprits In Your


I subscribe to the theory that people do not quit on their organization but quit on their bosses. Attracting and retaining top talent is a critical component of success. Effective leaders understand their people are their greatest asset. Common ways to keep a company’s turnover rate modest include, stressing work-life balance, company holidays, and flexible schedules. While these are all effective strategies to make the people in your care feel valued and respected, real employee dissatisfaction can come when a CEO or leader of an organization overlooks a micromanager, silently sanctioning this behavior.

Micromanagement very often is the root of employee dissatisfaction and turnover. If you turned your office wall into a scene from a true-crime series tracking a murder, you can probably track a trail of turnover back to a micromanager.

While micromanagers themselves are frustrating and sometimes impossible to work for, these managers aren’t always the obvious reason why an employee quits. Employees become irate enough to leave when micromanagers run rampant in the company, and no one, above them, puts a stop to it. If people were completely honest on their exit interview, they would tell you this and add, “I could not wait any longer for you to address this issue.” In other words, the CEO or senior staff is just as responsible as the person doing the action. Leadership is not a passive duty; it is an active responsibility.

Micromanaging chips away at the confidence and the mental health of employees. A micromanager is effectively placing a restraining order on creativity, problem-solving and some of the excellent results that come from intuition and experience. When an employee feels incapable or disrespected by their manager, there is no incentive to work hard.

True empowerment occurs when people discipline themselves. Your organization will grow when you put a stop to micromanaging. This is what will empower your staff to make decisions and take risks.

As a leader it is not always easy to spot or identify the micromanagers inside your organization and/or within your leadership team. They mask their micromanaging style behind the fact they are some of the hardest working people. They are extremely committed to the organization. They may be that self-starter who has no trouble putting in that extra effort, stay the extra hours and work the weekends. Because of that, they take pride in their work. However, they often confuse activity with results. Back when we all worked in offices, there was always one person still at their desk at 7:30pm and one person always out the door at 5:15 pm. Today, there’s one employee that signs off at 5:30 pm, and one sending emails at all hours of the night. The person who works the hardest, isn’t always working the smartest, it’s often the opposite. The sign of an effective manager is as much as what they don’t do, as what they do.

At a micromanager’s core, they lack the critical skill of delegation. Everything must pass through their desk and by their eyes before it’s moved higher or to the next step. In other words, they act as a gatekeeper or middleman. If work is always coming directly to you, from your direct report, that’s a sign. Managers that have more confidence in their team will advise the work to be sent straight from the person who completed it.

Creativity is often stagnated in a micromanager’s department. That’s because all the people on the team are trying to do is meet the needs of the person they’re reporting to, rather than utilizing creativity to execute on the vision of the organization.

Micromanagers often lack vision, perspective and in many cases confidence. Because of that, they also struggle to make decisions. They tend to suffer from analysis paralysis. Therefore, a micromanagers’ team often misses deadlines and asks for extensions. This is the team that’s usually creating in chaos. And as stated early, the team working overtime.

On the other hand, a non-micromanager knows how to delegate, when to discipline, when to celebrate, and when to be in the background. Their actions inspire openness and trust, they listen with the intent to act, and invite feedback. They spend more time observing and asking questions than telling and preaching to develop an effective vision.



For more on this and other important leadership and self-development topics visit the Leadership

Library at https://www.tightenthelugnuts.com.

For more information visit our web site at https://www.3sixtymanagementservices.com or

Get a copy of our our bestselling book, Tighten The Lug Nuts, at https://tightenthelugnuts.com.

Feel free to visit our newsletter section at https://www.3sixtymanagementservices.com/category


Get Your Copy Today At Amazon.

Great leaders challenge their people NOT TO STOP AT THE FIRST RIGHT ANSWER.

Tighten The Lug Nuts is that book that will help you move past that first right answer and is full of detailed examples that are organized in an educational and entertaining way to form a framework of real-world concepts. This book serves as a blueprint that can be easily applied by leaders, entrepreneurs, and all of us in our everyday lives.

This is one of the best leadership books you can read to help you accelerate towards your
personal and professional goals.

Whether you are a seasoned professional or a first-time manager, Tighten The Lug Nuts is not only motivational but also a call to action for those who have yet to make a mark in their field.

Visit https://tightenthelugnuts.com/ for additional information and to order your copy today.

Personal Integrity – you always do what is right for your customers, people,
shareowners, and stakeholders no matter how difficult the right answer may feel. You role
model consistency between your words and actions; you live your word; you establish
open, candid, trusting respectful relationships at all levels and you treat all people inside
and outside fairly. Finally, you make decisions that are effective rather than politically
Rocky Romanella

Visit the Leadership Library at https://www.3sixtymanagementservices.com/rockys-podcast/.


View all of our Keynote Speaking videos here, or watch a short sample from the library here.

Watch a video on our consulting services here.

Rocky was recently interviewed by a British TV outlet, BV-TV, for the Achiever Leader Show. You can view that video at the homepage at 3SixtyManagementServices.com.

Much more is available at these links:

Virtual Keynotes – https://www.3sixtymanagementservices.com/motivational-speaker/
Virtual Meetings – https://www.3sixtymanagementservices.com
Virtual Training – https://www.3sixtymanagementservices.com/training/
Traditional Consulting – https://www.3sixtymanagementservices.com/consulting/
Podcasts Library – https://www.3sixtymanagementservices.com/rockys-podcast/
Videos Library – https://www.3sixtymanagementservices.com/youtube-videos/
Our book, Tighten The Lug Nuts: The Principles of Balanced Leadership –
List of 23 Leadership Competencies – https://www.3sixtymanagementservices.com/
Coaches Corner – https://www.3sixtymanagementservices.com/category/leadership-training/


Contact Rocky today to lead your strategy sessions, rapid rebuild plans and communications with your teams. He is available virtually today and live in the not-too-distant future.

Contact Rocky at [email protected], or call 610-322-0720


For additional information visit our website:

Leave a Reply