An Employee Saw Their Decisions Being Second-Guessed Constantly: What It Could Mean

It might appear initially that the situation is merely a standard office disagreement. A manager makes a request for modifications. A coworker queries the validity of a decision. A project-related decision is reviewed despite already having been approved. However, when a worker begins realizing that every single decision he or she has made is being reviewed, modified, or sent back for further consideration, then, according to the experts, there may be a problem within the workplace.

Constructive criticism is common. Over-the-top supervision is not. Persistent criticism can undermine self-confidence, reduce efficiency, and cause confusion over roles and responsibilities. In certain situations, such behavior may also indicate a case of micromanaging, growing distrust, or gradual diminishment of status.

When oversight turns into control

When workers believe that everything is under scrutiny, the feedback process tends to become more controlling than supportive. Based on findings by Gallup, employees tend to do better when they have freedom and the feeling of being trusted to make decisions. This empowerment is highly correlated with their performance and engagement. The lack of autonomy usually results in reduced motivation.

Such practices are often subtle. A supervisor can constantly undo decisions after they are made. Colleagues may be consulted in the process that was solely the responsibility of an employee before. Workers may need to defend even minor decisions.

Eventually, cooperation can be replaced by supervision. Some specialists consider such behaviors a form of micromanagement, while in other cases, it may simply indicate a loss of confidence in employees' ability to make decisions on their own.

It may signal a trust problem

In many workplaces, constant questioning of decisions is not really about the decisions but rather about trust. As per studies published by the American Psychological Association, work-related stress is generally caused by an employee's lack of control over their work and uncertainty regarding what is expected of them. Second-guessing does just that.

Once employees are denied the autonomy to make decisions, they start asking themselves whether or not they have any authority in the first place.

It becomes a red flag for them. In some instances, it is a sign of organizational instability, particularly in times of organizational change. However, at other times, the red flag may indicate that roles are going to be reallocated. The employee will know it even before anyone says a word.

How it affects performance

Being repeatedly questioned on one’s decisions does not only have an impact on one’s motivation. The impact is such that it might even change employee behavior on the job. This means that some employees will become too cautious to take initiative, while others will always be asking for permission in order not to face any criticism. This may negatively affect employees’ productivity. As per research conducted at Harvard Business Review, the negative impact of an environment that lacks psychological safety could result in reduced willingness to take risks, reduced creativity, and openness.

Employees who fear constant questioning may start playing it safe. This might result in the problem worsening with time.

What employees can pay attention to

Experts agree that context is important. In the case where decisions are challenged due to an extremely risky initiative or an interim management position, there is a possibility that the pattern is situational. However, if questioning continues and focuses on one particular employee, then there might be something more to explore.
It is vital to see if the scope of duties has been reduced. If additional levels of approval have been introduced, pay attention to this. Also, see if other individuals become involved in your decision-making.

Patterns are what really count. Documentation can be useful here as well. If an individual experiences constant overrides or changes in the scope of responsibilities, then it becomes easier for him or her to talk to HR or a manager.

It may be time for a conversation

On other occasions, it might simply be an indication of miscommunication rather than deliberate sabotage. A straightforward discussion could reveal that expectations had changed or that trust had been compromised in some way, or that the manager felt that more supervision was necessary.

These discussions could prove to be unpleasant, but at least they would help avoid any further deterioration behind closed doors. It is not always indicative of a problem when someone repeatedly questions your work. However, according to experts, once it has become habitual, it should not be taken lightly.

Some cases may involve micromanagement. Others may have to do with issues of trust. And others may indicate that a job description will soon change without anyone coming right out and saying it.