How to Stop Micromanaging Remote Employees

Working from home is the new big thing in the labor market. Prior to the pandemic, only 4.1% of the labor force had remote jobs.  Now, over 42% of workers in the US work full-time from home. Many people are excited by the new system. Workers appreciate the flexibility and savings they receive, which increases job satisfaction by 57%. Companies also save money on overhead and decreased turnover rates, meaning both sides support remote work.

Despite the obvious perks, remote work is still a new experience for many. It has led to some growing pains for businesses. More than 41% of employers doubt the work ethic of their remote employees, and 69% of managers feel uncomfortable communicating with them. This lack of trust for workers bosses can’t physically watch is leading to a rise in micromanagement tactics. Insecure managers seek to recapture a false sense of control by hounding remote workers on minutiae.  

Micromanagement hurts everyone. 1 in 5 employees say micromanagement is the most stressful part of their job.  It depresses morale and productivity in one, causing tired employees to seek a new job. If one of the benefits of remote work was reducing employee turnover, then micromanagers actively reduce that trend.

How to stop micromanaging? How can managers do better? 

Here are some tips to improve trust between bosses and their team. First, managers need to communicate their expectations in a clear manner. When managers are open with their needs, they can encourage their team members to do the same. Transparency strengthens trust. Furthermore, many remote jobs measure engagement better when they look at productivity instead of labor hours. Managers should monitor progress accordingly. 

Finally, artificial intelligence can provide another open lane of communication that saves time and money. Practices such as timesheet preparation can be automated to everyone’s benefit.


how to stop micromanaging infographic


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