inability of micromanagers to delegate work to other team members is another
detrimental leadership quality. They don't believe you will complete the
assignment correctly. This doesn't help foster a culture of trust at work or
give employees a sense of worth as teammates.
they may not agree, if your supervisor consistently and harshly criticizes your
working methods, this is a symptom that you are being micromanaged. Sometimes
it's not obvious; micromanagers can mean well. Many micromanagers really
believe they are looking out for your and the company's best interests.
whatever reason, they don't have faith in you.
can't or won't relinquish control and let you take responsibility for your
work. It's possible that they have unreasonable standards. Or you can
unintentionally be giving them grounds to question your skills.
uncomfortable conversation by bringing up your worries about micromanagement
may be necessary. However, resolving this typical leadership difficulty will
result in a more resilient workplace culture.
How To Deal With A Micromanager
can cause team friction and low morale if it is not handled. Additionally, it
could provide an unpleasant work environment.
to take some time to consider your work before responding to your management.
Although it doesn't always follow that your supervisor is correct, you should
think about whether you have been skipping deadlines, producing mediocre work,
or failing to communicate.
fruitful conversation will result from self-awareness and willingness to accept
responsibility for any errors. The following tips can help you deal with a
micromanager without risking your working relationship:
Gain their trust
Micromanagers need to be persuaded that they made the right choice.
Therefore, you will need to accomplish the task their way for a while to gain
This could entail keeping your management constantly informed about your
workload through status updates, check-ins, and proactive communication. Or it
can entail demonstrating your progress by displaying your work at various
stages. In other words, the objective is to convince your management that you
are in control of the situation before they request a review of your work.
Over time, maybe this gives your manager some reassurance that you have
things under control and don't need any more babysitting.
When dealing with a boss that is resistant to change, diplomacy is a
useful strategy. Starting off by demanding total control over your job is
usually not a good idea. Instead, provide workable alternatives using the
examples of micromanagement you've supplied.
For instance, request a weekly stand-up meeting rather than a daily
check-in. Describe how your recommendations can boost productivity. You'll need
to demonstrate them as well because actions speak louder than words.
Make them aware
Make them conscious of their propensity towards micromanagement.
Communicate in an open and polite manner. Some of them might not be aware that
they are being intrusive.
Use more specific language and examples rather than accusing them of
"micromanaging" in the first place. Nobody likes to be referred to as
a micromanager, not even one!
Inform your manager politely that their excessive micromanagement is
unwarranted. Describe how you're attempting to learn new skills and how their
constant checking in makes you feel as though you're doing something wrong or
that they don't trust you. Recognize that while they may be attempting to
assist, it is difficult for you to take ownership of your work and improve it.
Show that you can manage yourself
Sometimes proving to your manager that you can manage yourself is the
best approach to alter their management style. Make sure you make good use of
any additional flexibility you receive. Make sure to finish your assignment on
schedule and at the appropriate degree of quality.
Micromanagers ultimately desire to be in charge. They may do this
occasionally if they believe that the circumstance, the setting, or the
business are out of their control. By doing what you can to demonstrate that
the problem is under control without their needing to ask for it, you can
lessen their management style.
It's referred to as managing up. To do that, you must adapt to your
boss's tastes and working style. If you do it correctly, you can find that you
use less micromanagement. It isn't enough to do your obligations; you also need
to ensure that your management and the others who depend on you are aware of
Before they ask for updates, provide it to them. Let them know in your
routine emails what you intend to do throughout the following period. Let them
know all you accomplished after the project is over.
frequent motivations for micromanagement are insecurity, a lack of trust, and
fear. None of these problems can be fixed in a single day. But they can be
lessened through open, honest conversation.
Keep your conversations with your
micromanaging supervisor upbeat and honest. Be open with them, try to
comprehend them, and let them know what you think.