An open door policy in the employee handbook encourages any employee to discuss problems with any level of authority in the organization, yet it is politically incorrect to do so in practice. Managers make critical comments about their boss during department meetings. Managers from different departments criticize their mutual boss in earshot of direct reports. Employees sidestep the formal chain of command and go above their immediate boss to express a complaint or get something done. Employees show symptoms of emotionally separating themselves from their jobs and from the organization as a whole.
Performance suffers and job-hunting begins.
Employees finally divorce the organization physically, leaving for perceived greener pastures. The most successful managers are able to clearly articulate to direct reports where their hierarchical power and authority lies and how much they are willing or able to share it. If they are not sure they say so. Micro-management is a form of deception that arises when a manager mishandles the tension between hierarchical realities and participatory values. To improve employee loyalty, the success of organizational goals, and employee acceptance of and commitment to models of organizational change there are five actions leaders and managers can take.