To Achieve Results Through Your Team, Be an Empowering Leader, not a Micromanager

If we assume we’ve hired the best people for our team and trust them to excel, there’s another key question we must ask: have we, as leaders, earned their trust? Trust in a work environment is just like trust in any relationship: it creates a safe space for diversity, innovation, and risk-taking, where people feel free to try new ideas without fearing negative consequences.

This article explores the contrast between micromanagement and an empowerment-driven leadership approach, and how each impacts team trust and performance.

The Harmful Effects of Micromanagement

In Harry E. Chambers’ book My Way or the Highway: The Micromanagement Survival Guide, a survey revealed that 79% of respondents had experienced micromanagement, 69% had considered quitting, and 85% said it hurt their morale.

While some companies still opt for micromanagement to maintain tight control, this approach often produces only short-term results. Over time, micromanagement can seriously damage both employees and the organization.

Low Creativity

When employees feel their ideas aren’t valued unless they align with a manager’s views, they stop contributing, innovation stalls, and businesses miss out on fresh perspectives. Encouraging employees to think outside the box fosters growth in today’s rapidly evolving world.

Decreased Motivation and Morale

People naturally want more autonomy as they grow in their roles. But constant oversight drains motivation, and, over time, employees end up doing the bare minimum, dragging themselves to work and starting to seek opportunities elsewhere, where they would feel valued and inspired.

High Employee Turnover

When capable employees are reduced to mere executors of tasks, they will eventually leave. Micromanagement may be effective for juniors, but for experienced staff it is stressful – they need trust and autonomy. Failure to adapt leadership styles to evolving roles often if not always results in high turnover rates.

Plummeting Productivity

Employees forced to double-check or triple-check everything, second-guess every decision and await constant feedback waste time, dragging down productivity. And micromanagers, in turn, spend excessive time monitoring everything, from small details to processes and actual output. That’s why trusting team members with autonomy and keeping feedback for the most critical parts of the project increases efficiency and allows managers to focus on higher priorities.

Loss of Trust

Micromanagement sends a clear message: you don’t trust your team. This erodes trust in return. Employees will fear you, do only the bare minimum, and seek ways to avoid additional effort.

Micromanagement breeds a stressful, unproductive work environment. Empowering leadership, on the other hand, encourages trust, collaboration, and growth. As the Gallup study in 12: The Elements of Great Managing notes, disengaged employees cost companies hundreds of thousands in lost productivity annually, while engaged teams show 18% higher productivity and 12% greater profitability.

Becoming an Empowering Leader

Employees that feel empowered in the workplace bring their best ideas, best work, and best work ethics with them, showing greater loyalty and engagement. In volatile times, this is one of the most valuable assets a company can have. Let’s explore some of the critical things that make a manager an empowering leader, who is trusted by his team and can sustainably achieve results.

Be in the Trenches with Your Team

Join your team when workloads peak or during critical times. By rolling up your sleeves, you’ll be seen as part of the team, not a distant authority figure and this will help you stay grounded in the realities of the work while building stronger bonds with your team.

Get to Know Your Employees Personally

Understanding your team members’ lives beyond work can provide insights into their struggles and strengths. While some managers worry that personal relationships may cloud objective decision-making, knowing your employees can ultimately benefit the team and the company. Invest time in casual conversations over coffee, lunch or at team events.

Trust Your Team’s Expertise

If you’ve hired the right people, trust them fully to do their jobs. If not, it’s your responsibility to either invest in their growth or bring in the right talent. Micromanaging only hinders progress; instead, focus on leading and stepping in only when truly necessary

Be a Servant Leader

As a leader, your role is to support your team by ensuring they have what they need to perform at their best. Act as a mentor and facilitator, asking your team what resources or support they need from you, from the company, or other stakeholders to succeed.

Foster Growth Opportunities

Help your team members grow by providing training, coaching, and advancement opportunities that are a good fit for their skills and the company. Recognizing and nurturing talent benefits both the employee and the organization.

Embrace Feedback and Criticism

A great leader is humble enough to accept ideas that challenge their own. Encourage open communication, even when you may not agree with every suggestion. And admit your mistakes—this shows vulnerability and strengthens respect and trust within the team.

Conclusion

Micromanaging and servant leadership are fundamentally incompatible approaches. While micromanagement destroys morale and productivity, an empowering leadership style fosters trust, innovation, and long-term growth. Whether you’re a formal or informal leader, fostering a culture of empowerment will drive your team’s success. Good luck!