micromanagement
Micromanagers are also referred as ______ ______?
helicopter bosses
what event led to an increase of remote working?
The Covid-19 pandemic
Tool used for unnecessary meetings during remote work?
Zoom
Micromanagers are ... ?
insecure in their ability to manage remote workers
not confident in their employees' skillsHow can remote work increase managerial insecurities?
a lot of managers lack confidence in their employees
How can micromanagement affect remote work relationships?
When employees feel constantly monitored, they feel demotivated and undervalued, less engaged.
Give an example of helicopter management
they overmonitor their staff
they bombard them with calls and meetings
they have unnecessary zoom meetings
they give detailed instructions
What percentage of remote workers felt evaluated by their supervisors?
20% (according to the survey)
what is the opposite for micromanagement?
Managers must trust their employees to make decisions and encourage autonomy.
Micromanagement is positive for remote workers.
False. It can be detrimental and has negative effects
such as : less productive, less creative, less engaged
Employees often feel __________ when overmonitored by _________ __________ who constantly hover over their tasks.
Employees often feel stressed and demotivated when overmonitored by helicopter bosses who constantly hover over their every task.
Micromanaged employees are more likely to quit. Do you agree?
Micromanaged employees are more likely to quit because overmonitoring make them undervalued, demotivated and stressed. They can become quiet quitters!
Micromanagement doesn't reduce productivity and create a friendly-working environment.
Micromanagement can reduce productivity and create a tense work environment.
Remote workers often feel ______________ when overmonitored by ____________ who constantly hover over their work.
Remote workers often feel stressed and demotivated when overmonitored by helicopter bosses who constantly hover over their work.
Micromanaged employees are more likely to quit. Do you agree?
Micromanaged employees are more likely to quit because overmonitoring make them undervalued, demotivated and stress. They become quiet quitters or they will eventually look for other opportunities.