7 ways to manage a micromanager
Micro management sucks.
You’re an adult and you’ve been employed for a reason, but you’re not being treated that way .
Managers often micromanage because they’re unable to delegate, they haven’t learned the art of empowering their team, or they may need to get micro for a short period of time to help improve the performance of a team member.
What does it look like?
Do any of these sound familiar?
Every task needs approval
Having to cc them in on every email
Nitpicking about small details
Asking for constant updates
Telling you exactly how to do each task (every time)
Witholding important information because they’re unable to delegate
Getting messages and emails at all hours and having to respond immediately
Are you experiencing any of these or do you see your actions in this list? Do you 'lead' a team or do you 'manage' people? Micro management can quickly lead to bullying and harassment, so it's important to be self aware and open to personal and professional development.
Why do they do it?
Having a micro manager can be draining, frustrating and a waste of time.
There's a few reasons why the might be doing it. They could be:
new in a management role
anxious about looking good to their boss
afraid the job won't be done 'right'
unsure how to lead and empower a team
clueless and don’t know what they’re doing or
you may not be producing the results they’re after.
So HOW do you manage a micro manager?
Here’s some tips .
7 strategies to deal with a micromanager
1. Have an honest conversation
You can say 'I work best when' and share your preferred working style. If you feel safe to do so, you can let them know that you can't do your best work when every word of your emails are being reviewed (for example). Let them know you want to do a good job and you're finding it hard in the current working environment. Suggest a solution such as a weekly WIP meeting
2. Ask for support
Ask another manager, colleague or HR for advice on how to improve the working relationship, especially if they work well with the person
3. Make a plan
Create and agree on a project plan with activities and milestones before any major task. Confirm a structure to provide updates that works for you both - this could be a weekly meeting, a quick email at the end of the week or a chat message when you've completed a milestone
4. Provide regular updates
Provide proactive updates to keep your manager informed on your progress so they feel comfortable with the outputs
5. Meet expectations
Make sure you meet your confirmed milestones and project deadlines to maintain trust. If there are delays, let them know early and share any reasons and solutions
6. Ask for feedback
Ask them if there's something you can change or improve to increase trust in your work
7. Set boundaries
Don't let work encroach on your personal life. Set boundaries and stick to them. Add days off and non work times to your calendar.