One of my ex-managers was a great guy. However, a couple of my colleagues found him to be micromanaging the team. Even at his level, he often asked a couple of my colleagues to include him in their meetings and requested daily updates from his team on what they worked on and which meetings they attended. I completely understand the need for transparency and getting frequent updates to ensure we are heading in the right direction, but being included in every meeting and asking for hour-by-hour reports can be slightly extreme. Thus, a couple of my colleagues reached out to me for help. During that time, I provided a few recommendations that are universally true, and hence, I want to share them with you.
Be Proactive: Most of these leaders might be bombarded with a lot of information each day and may not have enough confidence in you to handle these challenges. Therefore, I recommended being proactive to build trust with their managers. For example, rather than sending an update at the end of the day about what you worked on, send a note of your priorities for the day and how they will impact the bottom line. If possible, include your blockers too, so they can get a clear picture of your work and how they can support you.
Clarify Expectations: Often, these managers are micromanaging because they don’t establish clear expectations. Thus, I recommend that everyone should establish clear communication guidelines with their managers and define expectations. For example, during your one-on-one meetings, agree on providing updates at specific times, outline steps to take if there are any blockers, and discuss your work style and how you want to receive feedback. Once expectations are clarified, most managers become more receptive to your feedback as well because this establishes a cadence where they can expect updates without needing constant check-ins.
Document Everything: Document not just the work that you are doing but what you are achieving with your work. Don’t assume that they will automatically know what you are doing and how it impacts the company. Often, these leaders are bombarded with information, making it difficult for them to keep track of progress. They often reach out to you when there is an issue or something isn’t working as it should. Thus, documenting everything and sharing it with your manager is ideal. For example, don’t just wait for your yearly or quarterly reviews to document your achievements. Maintain a running log of things you’ve done and the impact you’ve made. Share this log with your manager and review it frequently to build trust. This document will also ensure you don’t miss highlighting any accomplishments during your reviews.
I hope these tips prove helpful to you in improving your work environment in the future if you are working for a micromanager. Please share your feedback and any other strategies you have found effective in managing such situations in the comments.
Thanks – Bhavin
Tags: #Micromanagement, #WorkplaceTips, #LeadershipAdvice, #EffectiveCommunication, #EmployeeEmpowerment, #WorkplaceProductivity, #ManagerialSkills, #TeamManagement, #TrustInTheWorkplace, #ProactiveEmployees, #DocumentYourWork, #WorkplaceChallenges, #OfficeBestPractices, #ManagementStrategies, #EmployeeEngagement
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