{"id":844,"date":"2020-11-02T08:00:53","date_gmt":"2020-11-02T08:00:53","guid":{"rendered":"https:\/\/thenextweb.com\/?p=1324321"},"modified":"2020-11-02T08:00:53","modified_gmt":"2020-11-02T08:00:53","slug":"micromanaging-sucks-especially-when-its-about-your-zoom-shoes","status":"publish","type":"post","link":"https:\/\/www.londonchiropracter.com\/?p=844","title":{"rendered":"Micromanaging sucks \u2014 especially when it\u2019s about your \u2018Zoom shoes\u2019"},"content":{"rendered":"\n

Approximately seven months ago the world of work \u2014 as most of us knew it \u2014 was turned upside down. <\/span><\/p>\n

As offices shut down and people were sent home to work<\/a>, the lines between personal and professional became increasingly blurry. Employees had to get used to this new normal but\u2026 so did employers. <\/span><\/p>\n

[Read: 4 ridiculously easy ways you can be more eco-friendly<\/a>]<\/span><\/em><\/p>\n

Some managers have embraced the opportunity to take stock of their leadership style, making an effort to ensure their employees feel trusted and appreciated. Others are showing symptoms of micro-managing and paranoia. <\/span><\/p>\n

And if you don\u2019t believe me, take a look at this tweet:<\/span><\/p>\n

\n

This person\u2019s employer makes them show that they\u2019re wearing shoes before Zoom meetings to make sure they\u2019re complying 100% with the dress code while they\u2019re at home. SHOES. Employers, some of you have lost your way.https:\/\/t.co\/TnQLyn2SSY<\/a> pic.twitter.com\/gPi1WeoIWi<\/a><\/p>\n

\u2014 Ask a Manager (@AskAManager) October 14, 2020<\/a><\/p>\n<\/blockquote>\n

Can you think of anything more awful, or pointless?<\/p>\n

Aside from the obvious fact that no one on Zoom can see your feet \u2014 if they can, you might be doing video conferencing wrong \u2014 this is absolute lunacy.<\/p>\n

[Read: <\/span>What audience intelligence data tells us about the 2020 US presidential election<\/span><\/a>]<\/em><\/p>\n

Several months ago (although it feels like years), I wrote a piece that looked at four things managers should avoid<\/a> while their staff is working remotely.<\/p>\n

One of the things I spoke about was how there was nothing like a crisis \u2014 such as a global pandemic \u2014 to highlight a managers\u2018 trust issues.<\/p>\n

Here\u2019s the thing: we\u2019re all adults. We don\u2019t need to be told what to wear during a Zoom call in order to seem professional and we certainly don\u2019t need advice on finding a quiet place to work from at home.<\/p>\n

What we do need, though, is empathetic, trusting, and transparent leaders who will let us and encourage us to do our best work.<\/p>\n

Why it feels like an attack<\/h2>\n
<\/i><\/a>Olivia James, a London-based performance and confidence coach, says micromanagement is linked to hypervigilance and anxiety.<\/figcaption><\/figure>\n

It can be easy to lose sight of the bigger picture when you\u2019re faced with a crisis.<\/p>\n

Yes, having to suddenly send your entire workforce<\/span> to work from home<\/span> can be unsettling, I get that. But just because your employees<\/span> are out of sight, it doesn\u2019t mean they\u2019re not working.<\/p>\n

Why would you stop trusting someone to do their job<\/span> just because you can\u2019t see them?<\/p>\n

\u201cMicromanaging is linked to anxiety and hyper vigilance. It is caused by anxiety<\/span> and it can cause anxiety and frustration,\u201d Olivia James, a London-based performance and confidence coach, tells me.<\/p>\n

It\u2019s an attempt by an employer to have control and avoid serious problems with productivity or quality of work, she adds.<\/p>\n

The reason why it feels like an attack is because we, the employees, perceive it as a questioning of our professional integrity and competence.<\/p>\n

\u201cOur confidence<\/span><\/span>, identity<\/span><\/span>, and self-worth are linked to our pride in our work<\/span><\/span>,\u201d James explains. \u201cThis can re-activate the dynamic we may have had with a hypercritical parent, teacher, or partner \u2014 making us even more anxious.\u201d<\/p>\n

Why managers micromanage<\/h2>\n

As I\u2019m an empathetic person (read control freak)I can sort of understand why some managers tend to micromanage \u2014 especially now.<\/p>\n

COVID-19<\/span><\/a> has caused a lot of stress and uncertainty. Our health<\/span> \u2014 both physical and mental \u2014 is under threat<\/span> and in some instances, job security is hanging in the balance. This is exactly the type of situation where people might subconsciously drift towards micromanaging as it creates a comforting illusion for them. <\/span><\/p>\n

\u201cMicromanaging can be an attempt to re-establish a level of control,\u201d James says, adding \u201cIt\u2019s also motivated by self-preservation.\u201d<\/p>\n

What James means is that employers may think that by keeping a close eye on their newly remote staff they can secure their own survival within a business.<\/p>\n

So it wouldn\u2019t be far-fetched to say that if you\u2019re being micromanaged, it\u2019s likely due to your manager feeling anxious too. And if you\u2019re a manager, make sure not to let your own insecurities affect your employees and management style.<\/p>\n

Overall, micromanaging can have devastating effects on employee morale, staff turnover, and productivity. It sends a signal of distrust \u2014 and let me tell you, in 2020 trust is the cornerstone of survival.<\/p>\n

Published November 2, 2020 \u2014 08:00 UTC <\/p>\n

Source<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

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