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Learning & Development

Micro Management: The Greatest killer of Employee Engagement

Employee Engagement

In the current days, Engaging employees has taken a bad shape. According to a recent survey, 70% of workforce is actively disengaged. These de motivated employees who otherwise are productive people are losing their interest and the companies are spending around $750 million to remedy this already pertinent problem

There are many sources for this but one of the main reasons is micro management. When employees are asked for small details, it kills the professional development, as employees feel that whatever task they are assigned is scrutinised, regardless of their output.


Its looks like a known term but basically micro management is the process whereby a manager virtually takes over the role the employee is employed to do. This leads to productivity issues and can drastically lower employee morale. Paying attention to the details and making sure the work is getting done is important, however, learning to trust the employees who are hired to take on certain responsibilities is even more important to the long-term success of the business. Micro management may result in short term results, but in the long run it only serves to the detriment of the manager in question.

Managers who tend to micromanage, dilute their own productivity and often lack the capacity to get to the things managers should be focusing on, such as promoting team engagement. What’s more, the process of micromanagement stunts any form of employee development and creates an environment where employees rely heavily on the presence of their managers.

When this occurs, it tends to go one of two ways. Those team members with the great ideas, quality skills and knowledge will remove themselves from any micromanagement situation, while those on the other side of the coin will become office dead weights, waiting for the manager to tell them what to do.

Team vs. Micromanaging

The workforce then becomes completely void of individual initiative. A study in the journal of experimental psychology observed that people who believe they’re being watched performed at a lower level.


What’s more, another study found that knowledge workers are more productive when given autonomy over their own work. When employees are pressured by their managers to work more, they feel less inspired. However, when they are allowed to set their own goals with their manager, they often accept the workload because it’s their choice and thereby their responsibility.

For effective sense and accountability and autonomy should be learnt by the leaders in order to acquire the most of their employees in the work place. Accountability is not exclusively about delegation and delivery of the given tasks but, rather about trusting the employee with a specific undertaking. Accountability contributes to the sense of responsibility, leading to several intrinsic motivators like purpose and accomplishment. Employees feel valued and engaged when they believe that they have accomplished something in the workplace.

While micromanagers may feel like they’re helping their team, they may actually be hurting them by preventing them from developing the essential building blocks of accountability. Leadership coach and New York Times bestselling author Cy Wakeman gave us her views on the value of creating accountability within your team vs micromanaging:

Instead of micromanaging employees and overstepping work boundaries, back off of the work and call people to greatness, working with them to develop themselves into a higher state of accountability. Develop employees by asking for their commitment, developing their resilience, ensuring they easily take ownership and are using their results as fodder for continuous learning. They will grow in their engagement as they understand their ability to have full impact on their own outcomes.

So how to avoid Micro Management:

  1. Always Set clear expectations to the employees

clear expectations

At the beginning of the month, the employee should discuss exactly what should be done and what is required to do. Setting clear, measurable goals makes it unambiguous about what is expected and opens up a dialogue of communication. By setting goals with employees they’ll have a better understanding of how their work fits into the bigger picture and a sense of control over how to go about achieving these goals. For effective communication, systems like SMART goals and objectives and Key Results (OKRs) should be implemented.

  1. Clearly communicate what accountability is


During meetings, or individual interaction with each team member, the manager should clearly explain what accountability means and what is expected. If the manager feels the employee is not taking enough ownership or initiative in their work, give them feedback about it. The manager should be unbiased and give a clear indication of improvement areas and the steps to achieve them. By opening the channels of communication allows the manager to build trust and rapport with the teammates.

  1. Always have a plan


Define and Outline the actions and steps required to get to the end goal. A great way to build the expectations is to make sure the employee is part of the process and there is clarity on how to achieve their goals. Using impraise, set up performance reviews, a manager can easily correct for the next steps. By implementing a planning structure, employees know and understand how to get to a specific goal, without the manager having to micromanage the whole process. This allows the manager to free up some time to get the more important things done.

As explored above, micromanagement can kill motivation and lead to disengagement in the workplace. It’s important to clearly communicate to the managers or team leaders within the organisation how to delegate effectively. Impraise gives managers and employees the opportunity to express feedback whenever they feel they need it the most. When an employee can easily express how they feel toward their managers, it fosters a collaborative and engaged workforce because employees feel trusted and heard. This two-way conversation allows employees and managers to focus on other areas of the business, which then leads to longer business success.

Interviews, Learning & Development

Creating leaders through Human Resources Management Training

Human Resources Management Training
Human Resources Management Training

The Human Resource department in an organization plays a very important role in managing not only people within the organization but also workplace culture and environment. Good Human Resource Management (HRM) practices ensure that along with all the transactional requirements like employees’ safety, benefits, wellness, performance management, motivation programs, training sessions, etc., other transformational requirements of the organization like competency mapping, assessment centres, career progression and brand building are also addressed. In other words, the HRM team of the organization is responsible for the quality of the people, morale of the organization, goodwill enjoyed in the job and consumer market and eventually the performance the organization. All of these components are critical for an organization’s stability and longetivity.

In today’s competitive world, it is essential that companies have teams that are well-suited to the pace and the expectations of a fast moving corporate world. Maintaining a lean team of exemplary members is a business need, which makes right hiring prerequisite for successful business houses. Therefore most of the reputed companies of the world today are determined to rely on the credibility of proven track record by way of certificates of experience, education and management courses. Candidates who have completed (even those who are pursuing) Human Resources Management (HRM) certifications are preferred over regular candidates. It is expected that these certified and experienced professionals,  will be able to understand the latest developments and will be in a better position to grasp the nuances of the ever changing expectations of the organization.

Irrespective of a company’s size, HRM is a must however, small organizations may not find it feasible to have a full-fledged HR teams on their permanent rolls.  So they would hire HRM consultants with relevant certification and experience to work with them as and when the need arises. HRM consultants conduct a variety of activities like, writing policies and procedures, creating learning modules for compliance, quality and induction training, training employees on specific behavioral skills, conducting competency mapping exercise, setting up the performance management system, etc. Larger organizations invest in a HRM team with at least 3 verticals, talent acquisition, HR operations and organizational development. Learning and development is a mandatory feature in established organizations too, however, this can be an outsourced feature also.

HRM courses available in India

All the management colleges in India offer HRM programs, at undergraduate and  post graduate levels. Apart from educational institutions, there are private academies offering these courses. The duration of these courses range from a year to two years long and at the end of the course, the student is awarded a certificate in his respective field. While nothing can be an alternative for talent and attitude, a certified professional certainly has an edge over his not certified counterparts.

What are the benefits of HRM certification?

A good certification program will give you the following:

  1. Ability to establish good relationships with employees, leadership teams and government/external bodies for smooth functioning of the organization
  2. Better grievance management measures and high levels of HR standards in the organization
  3. Ability to use contemporary techniques like competency based talent acquisition and management, leading to right fitment, better productivity and a highly engaged employee base

Want to know more about HR training in Bangalore? Reach us at (contact details).

Interviews, Learning & Development

Online Courses for Human Resources

HR courses online
HR courses online

Whether you are considering a career in Human Resources, aspiring to progress in your existing HR career or simply looking to gain some useful and latest personnel management knowledge for your current role, pursuing HR courses online will be the perfect way to achieve your goal.

The Human Resources department of a company has been mainly known to perform all the clerical functions pertaining to overseeing employees including hiring, leave, attendance, reviews and payroll. However, in today’s time, the role of a professional in this line of work has expanded immensely. HR professionals are usually the first in any company to learn about any sort of changes. If there is a new law, new benefit, a new taxation policy, a new client forecast,a new economic trend or new software introduced, HR professional must know, understand and adapt to these important changes. The HR professionals use their knowledge to change policies which directly affect the work environment, its people and their productivity. They also use their special skills to aid in strategic planning and work with employees to create a comfortable work experience. By enrolling in HR courses online, the professionals learn the necessary skills to accomplish all work related duties in an efficient manner. Depending on the level of online HR certification courses in India, your qualification can lead to desirable roles like:

  • HR Consultant
  • HR Head
  • HR Director
  • HR Coordinator
  • HR Administrator
  • Trainer, etc.

Do Online HR Courses make sense?

The deadline for your annual enrollment is approaching and your employee reviews are also pending. When will you get time to learn about the new leave rules? And how will you learn to navigate the latest recruiting system? Your company can’t come to a standstill to make time for your course or training program. But, with online HR certification courses in India, you don’t have to worry about that. You can complete your course whenever your schedule allows. There is no need to take time out of your busy work day to sit in a classroom and try to stay awake long enough to focus on what the trainer is teaching you. All you need to do is simply log in and enroll in the right online certification course to take your career to the next level.

Interviews, Learning & Development

5 More Critical Insights into Learning & Development

Here is the long-awaited Part II of the interview – Critical Insights into Learning & Development with Abhipsa Mishra, L&T Infotech.



1. Learning assessments, defining ROI on training, a little blurred? 

ROI on training is a little blurred. If after an 8-hour workshop, I don’t get a certificate and if the results are not immediately known, there appears to be no value in the training. The challenge is when there is no clarity. Secondly, learners (stakeholders) also get complacent and do not find the need for sharpening their skills. So there is an urgent need to figure out the programs that enhance skills and build a structure with concrete plans. A trainer might be convinced with DISC or MBTI-like certifications and be confident that they can assess a learner, but is the learner himself convinced enough about whether the assessment is crucial and relevant? We cannot ask everyone to go and take certifications. Self Awareness sessions which help build inner connections are critical for stakeholders in this fast-paced environment to evaluate themselves and understand their needs.

2. Contrary to the popular belief, engaging Millennials could be easier, technology helps


Managing and engaging in the age of millennials is not a challenge and in fact, engaging millennials could be easier because they are open to changes and embrace it. Motivation is a factor for all generations and according to Adult Learning Principles, you can’t tie a person to a chair for more than 40 seconds. So how we can constantly innovate and bring in new ideas to engage learners is important.

So we are doing what it takes to engage all generations. For example, in HDFC Life, they have their own Facebook-like platforms to communicate with each other and get instant feedback. As things are evolving, people are interested in only tweet-like messages and information. That happens only when you are open to new platforms. That is the reason there is LMS. People may be cynical and have different views about LMS. There are few things that cannot be taught on LMS. But to a certain extent, to know certain things about your company or to take up a test, it actually helps.

There are things like gamification, robotics and other variable technologies coming up. The introduction of robotics or the virtual learning system in the learning periphery is trending. MOOCS is another hot topic.

And not just technology, there are other concepts as well. Mythology is another concept, where drawing inferences from mythology to business, like from ancient mythology, from Puranas to business, from Panchatantra to business and such are in place.

Such things are brought in to make it interesting and include all generations.

3. Engagement can be inferred incorrectly

Why do we need to engage employees? If work is boring or the training is boring, we need to engage people. But if we can make work interesting, you will look forward to work every day. But why a Googler, for example, is not required to be engaged, but why someone else needs that. It is about liking what you are doing. It is about making what you are doing for others interesting.


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Change is the answer to the question on next big thing in HR or L&D. There are companies investing and employing Robots and bringing in a huge change. Over a period, there could be massive layoffs. Because for a company, a one-time investment in a Robot would be equivalent to employing hundreds of people and training them. But no one knows if it will be a good sign or a bad sign. For all we know and already seen through the era of computers, replacing humans with Robots for routine work could bode well for us. There could be a lot of other jobs created as it happened when computers made its way.

5. Academic to Professional Excellence, a serious gap



There is definitely a wide gap prevalent. According to Harvard Business School’s findings, only 5% of the current generation are below the threshold of average students compared to 25% in the previous generations. But are all who are getting good grades from good Business Schools becoming CEOs or at least in good positions.

For example, it is becoming increasingly difficult to pick out good software developers to average ones. There are no good Finance professionals or HR professionals placed through the system, unlike marketing streams. The reason being, the present education system doesn’t train people on life skills.

Why a Business School won’t prepare people with the required life skills, but a company has to invest in such programs. Why can’t schools promote Earn with Learn models, rather such programs are ridiculed in the society? Not even the top-tiered schools have been able to. Students don’t seem eligible for even summer internship programs these days. Maybe the mindset is there, but because of the rigid system of exams and exams and exams throughout their study period, there is little room or scope to include such programs.

For example, at one of the campus drives, I questioned a student on what would you like to become. I was surprised at the answer. He said “I want to become the CEO of the organization. Another one said I want to see myself in your position within 5 years. The reason it took me by surprise was goals differ for each individual. If one wants to become the CEO of an organization, he would rather be working on it and contributing to making his dream come true than attending such interviews. How can someone else want to be in my position, because it is my own goal and growth path? They don’t even have the capacity to think through. Students seem to have no clue about what to expect. They have either absolute questions which demand a yes or no answer or rhetorical questions, which cannot be answered.

So there is a serious gap and that needs to be addressed. 

Interviews, Learning & Development

5 insights into Learning & Development that you need to know now


Hema Markandan from Ripples Learning, in conversation with Abhipsa Mishra, L&T Infotech

Abhipsa new

Abhipsa Mishra is a leadership coach, an author, and a blogger. She is passionate about learning. She has designed and delivered learning interventions in BFSI, Pharma, and IT sectors. Abhipsa incorporates storytelling in L&D. She is currently working as the Behavioral Competency Lead for L&T Infotech Ltd.  She loves traveling and exploring new places. She blogs about it in her page ‘Way wanderers’.  She is currently working on her book on Experiential Learning.

When I sat down with Abhipsa Mishra to talk about the changes and challenges in the field of Learning & Development, I hoped for deeper insights into this exciting domain of HR. L&D is arguably the most celebrated aspect of HR and a domain that attracts individuals who are not just looking for a job but often, responding to a deeper calling within themselves.  

The conversation with Abhipsa was deep and enriching to say the least. I have gleaned for our readers some of the best insights that I gathered from the discussion.  

Here is the first part of this two-part series 



1. The concept of training is being revisited. It is now called Learning & Capacity Building

When a field is going through a transition, the first thing that changes is it’s vocabulary. 

The world of training has seen a transformation over the years. The bigger institutions and the corporate houses are already renaming and revisiting it. It is being referred to as Learning & Development and in some cases Capacity Building department. The recent trend we see is there is a shift from the training mode to the learning mode.

The essence is the learner. When it was referred to as training, it was more of a push from the organization’s end to up-skill an employee. But now the role is reversed and it is the employee who has to come forward and get upskilled as the competencies are mapped to the requirement. There are possibilities for IJPs in organizations. So learners here push for building their capacities and hence become the stakeholders of the companies.

Training and Development to Capability Building

2. Different strokes for different folks is the new mantra (& not just for cricketers) 

Another transformation we hear about is the approach towards the delivery of training programs. Each trainer and the training delivery is different, like how cricketers play Cricket. There is as such no thumb rule to the style of delivery these days. There has been an influx of programs which are entirely new and refreshing.

For example, the concept of storytelling and incorporating it into the programs has gained immense appreciation among the training circles. Apparently, such concepts are quite interactive and engaging. Dramatics, Image consulting, Music and training by playing Harmonica or drum circles are other formats of delivery that’s finding their way into the training space. Every trainer has his/her own personality. Deriving management lessons from such concepts is becoming a phenomenon.

However, not all programs can be done differently. For a compliance workshop, storytelling is not the answer. So there is a need to constantly innovate and apply ideas according to the requirement.

Training and Development CHRMP


3. Training has a voice at the strategic table

Training is not just a support function anymore. Firstly, it very much is an investment and an ROI is mapped, as the function goes on to bridge the gap and meets the requirements of clients, customers, vendors, regulators and stakeholders (learners) alike.

Secondly, training helps in revisiting the mission of the company. At a fast paced world things are changing at breakneck speed. When it is easy to diverge from the goal originally set and focus on the urgent things, sensitizing and training people will help develop the skills required currently, and also prepare for the challenges that lie ahead. It definitely adds a lot of value to all involved and hence it earns itself a good position at the strategic table.


4. There is no trainer in the room. Only learners. 

A very common mistake is a trainer thinking he or she knows it all. There is no teacher-student relationship when it comes to training. There is nothing like one teacher and one learner, there are in fact two learners. Another common mistake or rather what a trainer should look out for is that no training program goes without a feedback session. The training should be measured on a continuous basis. Even after years of training, one will not be able to master the technique, because of the whirlwind of changes taking place in this world.

One needs to constantly discover and learn new techniques even for the most common behavioral training programs like Business Communication & Email Etiquette. Even if the sessions and the company you are working for remain the same, there is a new level of audience and requirements per se. Hence the style changes, the way you communicate changes, the approach changes.

Training and Development CHRMP


5. Anything that cannot be measured cannot be implemented.

We are still in the early stages of being able to effectively measure effectiveness of training.  Even if Behavioral training programs are difficult to measure, it is not completely impossible. Improving on the delivery and revisiting the content and customizing the program to fit the needs is equally important as having different models of programs. 

(Resultslab  is a solution from Ripples Learning which companies use, to help measure training effectiveness)

Watch this space for Part II – coming soon!