Treating Employees Like Children

Treating Employees Like Children:

A Recipe for a Toxic Workplace

By Dave Crechiola, Founder- DC Recruiting

 In the modern workplace, a pervasive and destructive trend is the infantilization of employees. This approach, where managers treat adults as if they were children needing constant supervision, is a major reason why employees become disengaged, unproductive, and ultimately, quit. This behaviour erodes trust, stifles creativity, and creates a work environment that is not only frustrating but also detrimental to work-life balance and overall mental health. When employees are not trusted to perform their jobs, they are more likely to experience burnout, stress, and anxiety, as their sense of autonomy and professional value is diminished. This article explores several key ways this plays out and how it negatively impacts both the employee and the organization.

Micromanaging

Micromanagement is one of the most common and damaging forms of treating employees like children. When a manager constantly hovers over an employee's shoulder, scrutinizing every small detail and demanding frequent updates, it sends a clear message: "I don't trust you to do your job." This behaviour not only slows down progress but also kills morale. Employees feel stifled and unmotivated, as their ability to work autonomously is stripped away. This constant pressure to perform under a watchful eye can lead to significant stress and anxiety, making it difficult for employees to feel comfortable and confident in their roles. It also limits their ability to manage their own time and workload.

Strict Outdated Rules

Many workplaces operate under a set of strict, outdated rules that were created for a different era of work. These rules often include rigid attendance policies, strict dress codes, or limitations on when and how employees can take breaks. For instance, requiring employees to be at their desks at a specific time, even when their work is completed remotely, reflects a lack of trust. Instead of focusing on results, these rules focus on compliance and control. This approach makes employees feel like they are in a classroom rather than a professional environment, and it signals that their employer values presence over productivity. This inflexibility can severely impact work-life balance, as employees may be forced to adhere to schedules that don't align with their personal responsibilities, leading to frustration and resentment.

Lack of Decision-Making Power

When employees are denied decision-making power, even on minor tasks related to their role, it's a clear sign they're not seen as competent professionals. This can manifest in situations where a manager must approve every small detail, from the colour of a font in a presentation to the order of operations for a simple task. By removing an employee’s ability to make choices, managers prevent them from developing critical thinking and problem-solving skills. Employees feel like cogs in a machine, with no real ownership of their work. This lack of agency leads to a feeling of powerlessness, which is a significant factor in job dissatisfaction and apathy. It also hinders their professional growth, as they are never given the opportunity to learn from their own mistakes and successes.

Ignoring Feedback

Ignoring feedback from employees is another way to frustrate them. When employees take the time to offer suggestions, point out inefficiencies, or raise concerns, and their input is consistently dismissed or ignored, they quickly learn that their voice doesn't matter. This not only disrespects their professional experience but also signals a lack of respect for their intelligence. An employee who feels their opinion is worthless will stop trying to contribute, leading to a decline in engagement and innovation. This can be incredibly demoralizing and lead to feelings of frustration and hopelessness, leading employees to seek employment elsewhere.

Withholding Information

Finally, withholding information from employees is a significant sign of distrust. When managers don't share details about company goals, project status, or future plans, they create a culture of secrecy. They may believe employees can't handle the full picture, or that they will misuse the information. This approach leaves employees feeling like outsiders, unable to understand how their work contributes to the bigger picture. Lack of transparency makes it difficult for employees to make informed decisions and align their work with the company's strategic objectives. This can lead to increased anxiety and a feeling of being undervalued and disconnected from the organization's mission.

Conclusion:

To foster a healthy and productive workplace, employers must transition from a mindset of control to one of trust. Treating employees like adults means giving them the autonomy to find the best way to complete their tasks, providing them with the necessary information to succeed, and trusting them to make sound judgments. By empowering employees, employers not only boost morale and job satisfaction but also unlock a wealth of creativity and innovation. Trust is the foundation of a healthy workplace culture, and when it is present, employees are more engaged, productive, and committed to their, leading to better outcomes for everyone involved.