Don’t Undermine Your Corporate Talent: The Cost of Control and Lack of Trust

Finding the right talent for your company is no an easy task. You spend countless hours and resources scouting, interviewing, and evaluating candidates to ensure you select the perfect fit for the position. You finally find the ideal candidate, make an offer, and they accept. You go above and beyond by developing a comprehensive first 90-day plan to ensure a smooth transition for everyone involved. And it works. The new hire acclimates quicker than you expected, proving to be the talented asset you envisioned.

But then, you can’t seem to let go.

The Problem: Control and Undermining

Instead of allowing your new hire to operate independently within their area of expertise, you hold on too tightly. They can’t make decisions on their own. Every move they make requires your approval. The autonomy you promised them during the hiring process now feels like a distant dream.

This restrictive environment slowly erodes their confidence. The employee begins to second-guess themselves, feeling less capable than they truly are. They start making mistakes — mistakes they never made before. Motivation plummets. And eventually, that promising, highly skilled employee feels professionally disrespected, undermined, and disillusioned. The result? They leave.

Impact Points to the Company

The loss of a valuable employee because of poor leadership practices is detrimental. Here are some of the key consequences:

1. Reduced Productivity: When employees feel their every move is scrutinized, creativity and innovation take a backseat. They become more focused on pleasing leadership than producing impactful results.

2. Increased Turnover: Talent that feels undermined will eventually seek opportunities elsewhere. The cost of replacing a talented employee far exceeds the investment of nurturing and trusting them.

3. Damaged Reputation: Word spreads quickly. Your company's reputation as a restrictive workplace will eventually affect your ability to attract top talent.

4. Lost Opportunities: When talented employees are micromanaged, they don't reach their full potential. Their creativity, problem-solving abilities, and willingness to take initiative are stifled.

5. High Operational Costs: The constant hiring, training, and integration of new employees lead to wasted time and resources.

How Leadership Is Perceived

As a leader, your actions speak louder than your words. Employees observe and assess your leadership style daily. When they feel their capabilities are undermined, their perception of leadership shifts.

You may be seen as:

• Insecure: Not trusting your employees to make decisions independently reflects a lack of confidence in your own leadership.

• Controlling: Constant supervision and approval requirements suggest an inability to delegate effectively.

• Unapproachable: When employees feel they cannot act without approval, they may hesitate to bring new ideas to the table, fearing judgment or dismissal.

Questions About Trust

The fundamental issue at the root of undermining your talent is trust. As a leader, ask yourself:

• Do I trust my employees to make decisions aligned with the company’s vision?

• Am I creating an environment where employees feel empowered to take initiative?

• Am I giving employees the space to show their capabilities, or am I controlling their every move?

• How do my actions impact my team’s motivation and confidence?

• Am I providing constructive feedback and encouraging growth, or am I only focusing on mistakes?

The Solution: Letting Go Without Losing Control

To avoid undermining your corporate talent, it’s crucial to:

• Empower Decision-Making: Give employees the authority to make decisions within their role.

• Provide Clear Guidelines: Instead of demanding approval for every action, establish clear guidelines that allow your team to operate with independence.

• Encourage Feedback: Foster an environment where open communication is encouraged.

• Trust the Process: Understand that mistakes are part of growth. Provide constructive feedback and mentorship rather than harsh criticism.

• Celebrate Initiative: Recognize and reward employees who take the initiative to contribute new ideas and solutions.

Final Thoughts

You invested time, effort, and resources into hiring the best talent for your company. Now, trust them to do what you hired them to do. Allow them to thrive, grow, and contribute to the organization’s success. By creating a culture of trust, autonomy, and encouragement, you’ll see your corporate talent rise to its fullest potential.