Micro Management and Trust
Diminishing Employee Confidence and Motivation
I have worked in the nonprofit sector, especially in education, for many years. Since my first year at university, I have taken on both employee and management roles for over 15 years. During this time, I have worked with many different managers and colleagues. These experiences have shown me how good leaders can shape a person’s career and help organizations grow. In this article, I want to share my thoughts on the impact of leadership and the balance between micro management and trust.
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Before talking about the balance between micro management and trust, I want to ask a simple question.
Would you want to work under strict control and constant monitoring?
I don’t think anyone would say yes because people naturally value freedom and independence.
The Impact of Micro Management in Numbers
Both scientific research and history provide strong evidence to support this.
79% of employees have experienced micromanagement.
71% said it affected their job performance.
85% reported a negative impact on their morale.
69% thought about changing jobs because of it.
These numbers show how harmful excessive control can be. Instead of building trust, micromanagement leads to frustration, low morale, and high turnover.
I heard a quote in my first year of university that I always liked: “Make people love, not hate; make things easier, not harder.” This has been a key principle in both my personal and professional life. When we treat people with kindness and make things simple, they enjoy their work, take ownership, and stay motivated. In the end, success comes naturally.
Now, let’s explore the key principles of building trust and avoiding micro management with some practical examples.
Don’t Make Decisions Alone Get Your Team’s Input First
Since everyone is part of the work and we collaborate as a team, ignoring feedback and suggestions can make people feel disconnected. If team members are not convinced emotionally and logically, they may not fully commit or take ownership of their tasks.
Even if you are sure about the best decision, making it alone can be a mistake. Sometimes, stepping back and trusting collective wisdom, even if it causes short-term challenges, helps build a stronger and healthier work culture. In the long run, working together builds trust and commitment.
Listen to the People Who Work With You
Get to know each person you work with. Understand their strengths, weaknesses, motivations, and even their culture, values, and personal interests — whether it’s table tennis, foosball, or something else.
As a manager and as a company, don’t wait until the year-end evaluation to learn about your team. From the very beginning, listen carefully and take notes on their expectations. Whether it’s salary increases, career growth, bonus structures, or other goals, knowing both their short-term and long-term aspirations helps create a more engaged and motivated team.
Help Each Team Member Grow Their Skills
This is a critical point. It’s important to create a collaborative and supportive environment where knowledge-sharing(KT) happens naturally and willingly. Everyone should feel encouraged to help each other grow.
Sometimes, people hesitate to share knowledge because of competition or fear of losing an advantage. But in the long run, this hurts both the company and its culture. A workplace where employees support and mentor each other builds trust, innovation, and success.
Show Your Appreciation for Team Achievements
Recognizing achievements are key to keeping a team motivated. Publicly appreciating those who take initiative, congratulating employees who earn new certifications, and thanking those who fix critical production issues or stay up late for deployments makes a big difference.
But appreciation shouldn’t stop at words. These efforts should also be reflected in year-end performance reviews (RTOs), ensuring that hard work and dedication are fairly rewarded in the long run.
Encouraging Your Team to Make Mistakes
I have learned most things after making mistakes. Lessons from mistakes stay longer and help prevent bigger failures in the future. If you do not allow mistakes, much bigger and more costly ones will be unavoidable.
Support and Protect Your Team
Help your team and stand by them. If someone reports to you, defend and support them when needed, especially in front of higher management. A good leader takes responsibility and protects their team instead of blaming them.
Self-Motivation Over Self-Control
People take ownership of their work when they believe in it and enjoy it. For some, motivation comes from financial rewards, while for others, it comes from creating value for society and finding personal fulfillment.
Instead of controlling and monitoring people, create an environment where they feel connected to their work. When people see themselves at the center of what they do, they naturally take responsibility. In the end, they will do the job without needing instructions — driven by their own motivation.
Conclusion: Trust Over Control
Micromanagement may seem like a way to maintain order and efficiency, but in reality, it damages trust, lowers motivation, and drives talented people away. A successful workplace is not built on constant supervision but on empowerment, trust, and collaboration.
Great leaders listen, support, and create an environment where people feel valued. When employees take ownership of their work, they don’t need to be controlled they naturally stay motivated and contribute to success.
Trust your team, invest in their growth, and watch them thrive.
Good thoughts. For me I view management as coaching and helping others succeed.