Most, if not all professionals, have had the displeasure of encountering a micromanager at one point in their career. Having a manager or coworker that micromanages can be a high source of frustration, demotivation, and discouragement. It can be a critical factor in employees or contractors leaving their position or dissolving their contracts.
A person who is frequently made to feel as though the work they do is not up to par will always operate from a place of fear, usually causing a myriad of mistakes and a waning drive for success. If someone always thinks their work isn’t good enough, how could they possibly take pride in what they do?
Micromanagement isn’t usually seen as such from the eyes of the manager. They tend to view their overzealous nature as protection of the process and their ideas. They often worry that if they don’t keep an eye on things or do it themselves, it won’t get done up to their standards and ruin their reputation.
This behaviour usually involves the manager asking about a project’s status multiple times, needing to be in the loop with an endless chain of CC’d correspondence and destroying an already completed and well-done project by redoing things last minute.
Micromanagers have also been known to have a nasty habit of avoiding responsibility for their actions when things go wrong and point fingers or cite a list of reasons, none of which are their own doing, for the supposed failure.
The million-dollar question is then, how do you deal with a micromanager?
Learn to anticipate
Stressful situations that will cause micromanagement to skyrocket are a perfect excuse to stay one step ahead. Alleviate any reason for them to ask, “Where do we stand on this project?” by anticipating any needs or requests they may have. Being ahead of the game will always be a good thing.
Be reliable
Being able to be counted on by your micromanager will allow them to build trust in you. If you are dedicated, can reduce stress, and get the job done right, they will have no reason to hover over you while you work. If you don’t feel as though you can complete a project, using clear communication and enlisting others’ help to meet deadlines will be a great help in building trust.
Call out the elephant in the room
It can be hard to discuss challenging office behaviours with your manager, but doing so in a respectful manner could lead to a new sense of understanding on the part of your manager. Often, people who micromanage aren’t aware they’re doing it. Coming from a place of respect and understanding will open communication lines that will lead to a better working relationship. Also, ask them what you can do to take some of the pressure off of them and do it. This will make you both one step closer to a trusting working environment.
Show you care
Your manager wants to see that you have the best interests of them and the business at heart. Show them in a clear and open way, and do it often enough so that they know you’re working for results just as hard as they are.
Communicate often and clearly
Keeping your manager in the loop will alleviate their need to continue asking. If you leave no room for doubt, it’s likely your manager will feel relief and trust your process.
There is always hope when working with someone who micromanages. Keep your head down and your spirits high and always remember how to deal with situations like this. Communication is vital, reliability is required, and it’s of the utmost importance to remember it is not you, it’s them!