作者：Brigette Hyacinth 翻译：东田枫叶
　　发表于：2018年七月五日

　　信赖，是任何的成功关系的根基。因此，无论就职业性、抑或个人性而言，它一旦被毁，则极度难以修复。我曾有过个监管，若我午餐时间超过一分钟，她便会给我发出一电邮，提醒我的午餐用时。即便我在大多数情况下，从未用足我的午餐限时，她也是如此。若未经她事先认可，我甚至不能发出任何邮件。她是如此地刻板，而实在难忍。我无法信赖她。当员工感觉到，他们已经无法再信赖老板时，他们势必不再有安全感。就类似没人有他们的靠背感。而后，他们便：与其说在耗力于岗位表现，还不如说在努力于求存。

　　企业界到处都有着这类微控经理。悲哀的是，许多机构还热衷于这类经理人，因为，他们看似凌驾于一切、操控着一切。 短期内，他们兴许产生成效。然而，长期而言，他们会在自己的途径中遗留着破坏的痕迹。

　　“聘请能者，然后，再告诉他们该干什么。这实非明智之举。我们之所以聘请能者，旨在由此他们能告诉我们该干什么”—— 史蒂夫•乔布斯

　　微控管理之五个伤害性结果

　　1。 降低生产率
　　当一个经理总在严密监视其员工时，就会导致诸多无谓猜测以及疑神疑鬼，并且，最终还牵连至可靠的雇员。而且，这类经理们，过度耗时介入、还扭曲着员工的工作流程。而这又会极大地拖慢了员工的跟进时间。

　　2。 减低创新
　　当员工感觉到，他们的意见似乎没了价值，抑或，总处于恐怕指责的状态，这终究会降低其创造力。 文化领域冒风险之处，就是惩罚。员工将因此不敢做开拓者。当你的经理只会打击你的思路、并让你只按他们套路做时，人们还会去思考框框外面的事情吗？

　　

　　3。 士气低落 –
　　员工们想有自主权的感觉。假设少了他们经理的介入，便毫无决定权的话，他们会觉得憋气窒息。那些总被理所当然地感觉、他们无法正确做任何事情的员工们，也许还会再努力尝试好一会儿，然而，便终会不再做任何的尝试。这就势必导至，员工之契合感程度之效果明显下跌。

　　4。 高员工流失率
　　大多数人对微控管理都没有好感。当有才华的员工被微控管理时，他们通常会做一件事就是：撤。没有人愿意每天来上班时，就疑似自己在步入一所监狱，无时无刻不受监控着。未曾有雇员说过“请微控管理我吧”。我也从未见过任何一个在微控管理下会愉快的职员。

　　5。 信任感丢失
　　微控管理终将导至一种大面积的信任破产。它会令员工失却动力、且士气受挫。你的职员不再视你为一个经理，而不过是个压迫者。而你唯一的作业，无非就是给他们带来痛苦的工作体验而已。

　　微控管理于所有人而言，不过是一种纯粹的时间浪费。它耗尽员工的一生，催生焦虑并导至一种高压的工作环境。

　　一个经理的工作，旨在提供指导并给予支持。它应促成一种可予员工淋漓尽致地发挥其作用的健康环境。应始终迅速予认可、予欣赏、予报答员工的付出。微控管理会引起不满以及叛逆。如果你聘用了某人，即意味着你认为其可胜任所托。因此，也就相信其会恪尽职守。经理层和员工们之间一种高水平的互信，即释义着最佳的工作场所，并驱动着公司整体运作之发挥。

　　微控管理与授权管理，背道而驰。并且，导至着有害的工作环境。它遏制了雇员和公司的拓展，并且，还导至平庸无奇。当你放权予员工，你可促进公司的既得利益。

　　被授权的员工会更为自信、更乐意为老板而加倍努力，并且，更乐意做任何关注客户的事情。最佳的理念和促进，即为授权予你的团队、而带来的收效。

　　总而言之，挽留才华横溢者，确实意味着经营成功或失败之间的区别。在这个飘忽易变的全球市场行业里，愉快而忠诚的员工，是你最大的竞争优势。如果你欲达至规模成效：就得选择对的人，并给予他们相应的培训、相应的工具以及相应的支持。同时，给予他们可善其功之空间。
　　

　　【英语原】：

　　Micromanagement make BEST PEOPLE Quit！
　　Published on July 5， 2018
　　Brigette Hyacinth

　　Trust is the foundation of any successful relationship， whether professionally or personally and when it’s broken， it is extremely hard to repair。 I had a supervisor if I was over one minute on my lunchtime， she would send an email to remind me of my lunch hours， even though most of the time I never took my full lunch hour。 I couldnt even send an email without her approving it first。 She was so inflexible that it was overbearing。 I couldnt trust her。 When employees feel they can’t trust their boss， they feel unsafe， like no one has their back， and then spend more energy on survival than performing at their job。
　　The corporate world is littered with such micromanagers。 Sadly many organizations prefer these managers because they seem to be on top of， and in control of everything。 In the short term， they may produce results but in the long run， they leave a trail of destruction in their path。
　　“It doesnt make sense to hire smart people and then tell them what to。 We hire smart people so they can tell us what to do。” ― Steve Jobs
　　5 Damaging Effects of Micromanagement
　　1。Decreased Productivity When a manager is constantly looking over their employees’ shoulders， it can lead to a lot of second guessing and paranoia， and ultimately leads to dependent employees。 Additionally， such managers spend a lot of time giving input and tweaking employee workflows， which can drastically slow down employee response time。
　　2。 Reduced Innovation When employees feel like their ideas are invalid or live in constant fear of criticism， it’s eventually going to take a toll on creativity。 In cultures where risk taking is punished， employees will not dare to take the initiative。 Why think outside the box when your manager is only going to shoot down your ideas and tell you to do it their way ？
　　3。 Lower Morale Employees want the feeling of autonomy。 If employees cannot make decisions at all without their managers input， they will feel suffocated。 Employees that are constantly made to feel they can’t do anything right may try harder for a while， but will eventually stop trying at all。 The effects of this will be evident in falling employee engagement levels。
　　4。 High Staff Turnover Most people don’t take well to being micromanaged。 When talented employees are micromanaged， they often do one thing ； quit。 No one likes to come to work every day and feel they are walking into a penitentiary with their every movement being monitored。 ！Please Micromanage Me，！ Said No Employee ever。 I have never seen a happy staff under micromanagement。
　　5。 Loss of Trust Micromanagement will eventually lead to a massive breakdown of trust。 It demotivates and demoralizes employees。 Your staff will no longer see you as a manager， but an oppressor whose only job is to make their working experience miserable。
　　Micromanagement is a complete waste of everybody’s time。 It sucks the life out of employees， fosters anxiety and creates a high stress work environment。
　　A managers job is to provide guidance and support。 Its facilitating a healthy environment where employees can perform at their best。 Always be quick to recognize， appreciate and reward employees efforts。 Micromanagement breeds resentment and disloyalty。 If you hired someone， it means you believe they are capable of doing the job， then trust them to get it done。 A high level of trust between managers and employees defines the best workplaces and drives overall company performance。
　　Micromanaging is the opposite of empowerment and it creates toxic work environments。 It chokes the growth of the employee and the organization and fosters mediocrity。 When you empower employees， you promote vested interest in the company。 Empowered employees are more confident， more willing to go the extra mile for employers， and more willing do whatever it takes to care for customers。 The best ideas and advancements are a result of empowering your team。
　　All in all， keeping great talent really can mean the difference between a business succeeding or failing。 In this volatile global marketplace， happy loyal employees are your biggest competitive advantage。 If you want performance at scale ： Select the right people， provide them with the proper training， tools， and support， and then give them room to get the job done！