Why Micromanagement is a Form of Workplace Bullying.

 

In today’s evolving workplace culture, leadership practices are increasingly under the microscope. While good leaders empower their teams, poor leadership can manifest in subtle but damaging ways. One such behaviour that continues to plague Australian workplaces is micromanagement — and it’s time we called it what it often is: a form of workplace bullying.

 

What is Micromanagement?

 

Micromanagement occurs when a manager excessively controls or closely observes the work of their employees. It can look like constantly checking on tasks, insisting on unnecessary approvals, or refusing to delegate even the most minor responsibilities. While some may excuse it as a desire for quality control or high standards, this behaviour frequently stems from a lack of trust, poor communication, or a need for control.

 

The Line Between Leadership and Bullying

 

Workplace bullying in Australia is clearly defined under the Fair Work Act 2009, which states that bullying occurs when;

“An individual or group of individuals repeatedly behaves unreasonably towards a worker and that behaviour creates a risk to health and safety.”

 

Micromanagement fits this definition when it is repeated, unreasonable, and detrimental to an employee’s mental health. According to Beyond Blue, such environments can lead to anxiety, stress, and a drop in employee engagement. Micromanagement erodes autonomy, crushes confidence, and can trigger a psychological response akin to being bullied.

 

The Impact on Australian Workplaces

 

The Australian Human Rights Commission estimates that workplace bullying costs Australian businesses up to $36 billion each year. The impacts aren’t just financial;

  • Productivity drops as employees disengage.
  • Turnover increases, costing organisations valuable time and money.
  • Workplace culture suffers, and reputational damage follows.

 

In hospitality, retail, and other high-pressure industries where speed and standards matter, micromanagement is often normalised — but that doesn’t make it okay.

 

Recognising the Signs

 

You may be experiencing micromanagement if;

  • You feel anxious about small mistakes.
  • Your ideas and contributions are constantly overridden.
  • You have no freedom to decide how to do your job.
  • You’re given no opportunity to grow or take initiative.

 

Leaders must ask themselves: “Am I supporting my team, or stifling them?”

 

Shifting to a Culture of Trust

 

The solution starts with self-awareness and organisational accountability. Here’s what Australian businesses can do;

  • Train leaders on modern, supportive management techniques.
  • Promote psychologically safe environments, where feedback is two-way.
  • Introduce clear policies and reporting mechanisms for bullying behaviour — even when it's coming from senior staff.
  • Empower employees to work autonomously and celebrate innovation.

 

Final Thoughts

 

Micromanagement is not just an outdated leadership style — it’s often a manifestation of deeper cultural issues. In many cases, it crosses the line into workplace bullying, causing real harm. If we’re serious about mental health and modern leadership in Australia, we must call out toxic behaviours, no matter how subtle they seem.

It’s time to lead with trust, not fear.

 

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