The Best Ways To Drive Away Top Performers

It’s always a good sign when an organization is able to attract top talent. It means there is vision, purpose and a palpable sense that the organization is aiming to challenge the status quo.  High performers thrive in the environment where they can exercise and grow their skills by handling important tasks and projects.  They see themselves as partnering with their employer and not as an employee who needs to be told what to do and how to do the job.

But, when the top performer is treated as just an employee working to collect a paycheck,  or has to deal with micromanagement, or is  not heard (this simply means the boss does not listen); then you can bet this talent will be looking for greener pastures soon!

I want to talk about the toxic management style of micromanaging.  The micromanager is the one  who is always looking over your shoulder, checking in,  and sending e-mails to check on your progress.

Here are some other signs:

• Pretends to delegate, but watches over like a hawk.
• Spends their valuable time  in overseeing the projects of others.
• Begins by correcting tiny details instead of looking at the big picture.
• Takes back a project before it is finished if they find a mistake.
• Frowns upon others making decisions without consulting them first.

Micromanaging happens either because they’re control freaks , or because they fear the job won’t get done well, if at all. What’s the result of micromanaging? I’ve seen top talent just shut down and begin behaving like an employee collecting a paycheck. They stop offering ideas and some even begin to question their own abilities.  Bottom line is their performance is severely diminished. Eventually they are frustrated to the point where they quit.

Managers must  learn to delegate. This gives them more time to think and behave more strategically – to act more like a leader.  It also allows talent to grow and contribute more to the organization which raises the effectiveness of the organization: this is leadership at all levels.

Have you had experience working for a micromanager?