In my past I had worked in several small office settings. Many of my roles required certifications and prior experience. After 14 years of experience I still faced the micromanager scenario which I found counterproductive.
While it is understandable that the owner of the business wants to make certain a newer employee is performing tasks the correct way, the same method should not be used with seasoned professionals who have a proven track record. Let me offer an example.
Transition is not a sign of progress when it happens regularly. Most people have come into a situation where they learn that there is a high turnover rate for a role that they just began.
In these situations, the hiring manager will often give examples of the few long-term staff remaining in the position and accentuate the positives of the role. This is all fine and well, but if you have a high staff turnover rate the problem is with the leadership rather than the people leaving. Not to say there weren’t one or two “bad apples” in the bunch, but the reality is, high turnover equals holes in your metaphorically boat.