Don’t get me wrong. Micromanagement is also a style of management, and sometimes it is needed to manage some employees, but it doesn’t work in 80% of the professional environment these days. What will you do, if your Manager is a Micro-manager? How will you handle that situation?
I got the idea of writing this blog from a conversation that I overheard in the café. The conversation goes something like this…………..
- Mr. X: What happened to you? You don’t look so good.
- Mr. Y: Don’t ask? Tough times at work.
- Mr. X: Tough times? I heard you even got promoted few months back. What happened all of a sudden?
- Mr. Y: That’s the problem. My new manager is a Micromanager. He keeps tabs on me. I can’t even go to the men’s room without informing him. I feel I am in some kind of a prison. Do you know any other jobs that I can apply for?
- Mr. X: I am sorry to hear about your situation. You know what? There is this Project Manager Job that recently opened up in my firm, and I think you would be a better fit for it. Let me pull some strings and I will get back to you.
Let’s assume that Mr. Y was right, and his manager was at fault here. What would have he done? In this blog, I will provide few pointers to effectively deal with your Micromanager.
Talk to him about it: I am a huge believer of second chances. And that is the reason why, I would recommend you to directly talk with your manager about this (preferably in your one-on-one session). Some managers are micro-managers by nature, and if you don’t point out that this style of management annoys you, then he will never know about it, and might not change his style of management. At least by having this conversation, you are giving him a chance to change.
Decide a fixed time for rounds: Most of the micromanagers like to make 5-6 rounds a day to check up on their employees. Obviously, you might not be able to change their behavior overnight, but you can definitely work with them to agree upon some fixed timings for their rounds. In this way, they don’t feel like they are losing their control over you, and at the same time you get some fixed time of their visits, so that you can prepare yourselves.
Establish your SMART goals: There are very few managers, who are micromanagers by nature. Most of the other managers use the micro-managing approach because they want to continuously monitor your performance. What if…… you take a proactive action about it, and work with your manager to establish your SMART goals? In this way, your manager will have an established method through which he can measure your performance. Thus, he won’t need to visit your cubical 24×7.
I hope these tips will help you to better manage your micro-managing Boss. Feel free to comment on my blog, if you have any other ideas to deal with your micro-managing Boss. Thanks. – Bhavin Gandhi
Brandon W. Jones
March 12, 2012 at 7:36 PM
Great blog post! I really like that you mentioned that you should let your micromanaging manager know that you don’t need that much oversight. Some time back, there was a leader that I worked with indirectly that was a very strong micro-manager with a reputation. Within my whole office he had a strong reputation that made people not want to work for him. At the time, no one bothered to tell him how he was perceived so he continued his behavior. Shortly after that he moved to a different area within the company. I now work with some other people that worked with him after he moved. When he got to his new area, people quickly told him how they felt about his micromanaging. From that feedback he quickly changed his management style to where he is much less of a micro-manager. It is amazing what a little feedback can do!
March 13, 2012 at 10:17 AM
You are absolutely right. A little feedback goes a long way.
Unfortunately, lot of the employees fear their Bosses for one reason or another, and don’t take the opportunity to provide their feedback to their Bosses. As a result, we have a Manager who thinks that he is always right and his team is very happy with him; on the other end, we end up having an underperforming and unhappy team. What most employees fail to recognize is…..feedback works both ways. If you are afraid of expressing your concerns to your Manager, then it’s time for looking for a new job.
Anyways, thanks for reading my blogs and providing your feedback. I hope, you enjoyed it. Thanks – Bhavin Gandhi
March 12, 2012 at 9:22 PM
I know everyone has dealt with this at some point in life.
Thanks for taking on the issue of micro-managers.
March 13, 2012 at 10:21 AM
Thanks for reading my blogs and providing your feedback. I hope, you enjoyed it. Thanks – Bhavin Gandhi