But maybe your supervisor missed this memo. Maybe they are watching you like a hawk, and now you are wondering what is the best way to work with a micromanager. This article shares some helpful strategies.<\/p>\n
There are several signs<\/a> that you\u2019re dealing with a micromanager. Common indicators include:<\/p>\n Ultimately, micromanagers don\u2019t demonstrate trust in your abilities. It is frustrating, and can even start to make you doubt yourself. It\u2019s difficult to motivate and be productive, let alone take risks and innovate as a result. Rather than giving up (or maybe even quiet quitting<\/a>), you could instead learn how to manage the micromanager.<\/p>\n It can be challenging to address the issue of working with a micromanager. First, reflect on the job you\u2019re doing. Perhaps you\u2019ve been coming in late, not communicating with your team, missing deadlines, or providing shoddy work. You\u2019ll have to take responsibility for your role in the relationship if you want to change the dynamic at work.<\/p>\n The micromanagement behavior might also be indicative of a larger problem. The business culture may encourage micromanagement through extensive reporting requirements or unreasonable deadlines. They may be promoting people to supervisory roles that aren\u2019t ready yet for the responsibility. Or there could be a need to establish clearer expectations.<\/p>\n Most micromanagers seek information to feel that they have everything under control. You can help build trust with this kind of boss by thinking ahead<\/a> and providing status updates. By providing progress reports and schedule updates before the manager asks for them, you\u2019ll encourage them to think of you as someone who has that project well in hand.<\/p>\n When you reduce the manager\u2019s anxiety about something they\u2019ve delegated to you, they may grow more willing to give you greater responsibility. Or at least focus on something else and let you work more independently.<\/p>\n Yes, it can work with managers too. You\u2019ll need to be careful how you phrase it, but you can reinforce specific behaviors when your boss is trusting you and relinquishing control. Acknowledge when they are effectively managing you with specific phrases such as<\/a>:<\/p>\n Next, you\u2019re going to want to have an honest and respectful conversation with the micromanager. The individual may not realize that they are steamrolling you or making you feel disrespected. Aim for a non-confrontational tone as you try to make your manager aware that you are being asked to check in too frequently or made to feel that you aren\u2019t trusted to do a good job.<\/p>\n Don\u2019t label them a micromanager. Instead, provide specific examples of instances when their management style has led you to doubt your autonomy or question your skills. Point out ways in which you are working to learn new skills and explain that their overly attentive oversight makes you question if you are doing something wrong.<\/p>\n You might think, \u201cI\u2019m already getting feedback. Too much of it!\u201d But having someone check in on you and offer unsolicited input regularly isn\u2019t the same as getting constructive feedback. There may be a specific issue your boss has with your work that they are not communicating but that is prompting the overzealous attention. By getting to the bottom of this, you\u2019ll be able to address the issue and avoid micromanagement.<\/p>\n You might also let your micromanaging boss know that you want to enhance your performance. This may redirect their attention towards educating you about a specific process or providing you with mentorship<\/a>. This shift in perspective could make them more willing to step back and let you do your work on your own.<\/p>\n If you do wrest some control from a micromanager, you need to perform well. When given greater flexibility, use that freedom to provide high quality work and meet deadlines. Prove you are reliable and responsible. The more you demonstrate your ability to control the situation when working independently, the less anxious the micromanager will feel about giving you that leeway.<\/p>\n Micromanagers can undermine your attitude at work, reduce your productivity, and ultimately stunt your professional growth. You don\u2019t want that to happen. You\u2019re more likely to experience burnout<\/a>. Or, if you feel underutilized, you may decide to move to a different organization where you\u2019ll have to start all over again (and might find yourself working for another micromanager!)<\/p>\n The important thing to realize is that micromanagement may have little to do with your performance. \u201cIt\u2019s more about your bosses\u2019 level of internal anxiety and need to control situations than anything about you,\u201d Jenny Chatman, a professor of management at Haas School of Business at UC Berkeley, told Harvard Business Review<\/a>. Pushing back too hard can ratchet up the manager\u2019s anxiety and create more conflict. Instead, try the above list of the best ways to manage a micromanager to improve your experience at work.<\/p>\n Working with a micromanager can be challenging, but it is possible to manage the relationship and create a positive work environment. Consider taking responsibility for your role, being proactive, using positive reinforcement, talking about the problem, and managing yourself well. With these strategies, you can improve the dynamic and achieve success in your workplace.<\/p>\n Employee engagement surveys<\/a> or employee pulse checks<\/a> are a good opportunity as well to make your feelings about micromanagement known.<\/p>\n","protected":false},"excerpt":{"rendered":" Read a few articles on leadership and you\u2019ll find that they always talk about the power of giving people autonomy. Employees are more productive when managers show them respect by providing them the freedom to be creative and decide the best way to get the job done. But maybe your supervisor missed this memo. Maybe they are watching you like a hawk, and now you are wondering what is the best way to work with a micromanager. This article shares some helpful strategies. There are several signs that you\u2019re dealing with a micromanager. Common indicators include: Closely monitoring your work Frequently adding input (even after you think the project is done) Struggling to give up control and delegate responsibilities Obsessing over small details Discouraging you from making decisions on your own Ultimately, micromanagers don\u2019t demonstrate trust in your abilities. It is frustrating, and can even start to make you doubt yourself. It\u2019s difficult to motivate and be productive, let alone take risks and innovate as a result. Rather than giving up (or maybe even quiet quitting), you could instead learn how to manage the micromanager. 1. Take a Moment to Reflect It can be challenging to address the issue of working with a micromanager. First, reflect on the job you\u2019re doing. Perhaps you\u2019ve been coming in late, not communicating with your team, missing deadlines, or providing shoddy work. You\u2019ll have to take responsibility for your role in the relationship if you want to change the dynamic at work. The micromanagement […]<\/p>\n","protected":false},"author":41,"featured_media":5042,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,156],"tags":[980,239,646,979,164,564,930,577,977,382],"yoast_head":"\n![\"manager](\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2023\/02\/memento-media-ZCz6riUSSIE-unsplash-scaled.jpg\")
<\/a><\/p>\n\n
1. Take a Moment to Reflect<\/h2>\n
2. Be Proactive<\/h2>\n
3. Try Positive Reinforcement<\/h2>\n
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4. Talk About the Problem<\/h2>\n
5. Ask for Feedback<\/h2>\n
<\/a><\/p>\n6. Manage Yourself Well<\/h2>\n
It\u2019s Not Me, It\u2019s You…<\/h2>\n