Molloy DSG Professional Digest

Gatekeeping in management refers to the practice where managers control access to information, resources, and decision-making processes, often limiting their subordinates' involvement and input. While managers may believe that such control helps maintain order and efficiency, gatekeeping can have several detrimental effects on an organization and its workforce. These include stifling innovation, decreasing employee morale, creating dependency, and fostering a culture of mistrust.

One of the most significant dangers of gatekeeping is that it stifles innovation. When managers restrict access to information and decision-making, they limit their team's ability to contribute fresh ideas and perspectives. Innovation thrives in an environment where diverse thoughts and collaborative efforts are encouraged. By gatekeeping, managers inadvertently create a bottleneck that prevents the flow of new ideas, leading to a stagnant and less competitive organization. Employees who feel that their contributions are not valued are less likely to take initiative or think creatively, further diminishing the potential for innovation. Innovative employees and the best talent will likely leave for greener pastures in situations where gatekeeping behaviors occur.

Employee morale can suffer greatly under a gatekeeping management style. When subordinates feel excluded from important discussions and decision-making processes, they may perceive a lack of trust and appreciation from their managers. This exclusion can lead to feelings of frustration, disengagement, and dissatisfaction. High morale is closely linked to productivity and job satisfaction; when morale declines, so does the overall performance and well-being of the workforce. Employees who feel undervalued and unheard are more likely to seek opportunities elsewhere, increasing turnover rates and disrupting team cohesion.

Gatekeeping can foster an unhealthy dependency on management. When managers control all critical information and decisions, subordinates become reliant on them for guidance and approval. This dependency can hinder the development of and erode employees' problem-solving skills, critical thinking, and confidence. Over time, an over-reliance on managerial input can create a workforce that lacks autonomy and initiative, reducing overall efficiency and effectiveness. A team that cannot function independently is less adaptable to change and less capable of driving the organization forward in a dynamic business environment.

The gatekeeping style of management can also lead to a culture of mistrust within the organization. When information is selectively shared, and decisions are made behind closed doors, transparency is compromised. This lack of openness can breed suspicion and mistrust among employees, who may feel that important information is being withheld from them. A culture of mistrust can be toxic, leading to poor communication, decreased collaboration, and a divisive work environment. Trust is a fundamental component of a healthy organizational culture, and when it is eroded, the overall functioning and harmony of the workplace are negatively impacted.

Finally, gatekeeping can significantly hinder the professional growth and development of subordinates. Access to information and involvement in decision-making processes are crucial for learning and career advancement. When managers restrict these opportunities, they limit their employees' ability to gain valuable experience and develop new skills. This hindrance not only affects individual career trajectories but also reduces the organization's talent pool. By failing to nurture and develop their subordinates, managers risk creating a workforce that is ill-prepared to take on future leadership roles and challenges.

Gatekeeping management style behaviors exhibited by management pose several risks to both employees and the organization as a whole. It stifles innovation, decreases employee morale, creates dependency, fosters a culture of mistrust, and hinders professional growth. To build a thriving and dynamic organization, managers should strive for transparency, inclusivity, and empowerment. By involving subordinates in decision-making processes and providing them with access to necessary information and resources, managers can foster a more innovative, motivated, and capable workforce.