Taming the Terror: How to Deal with a Micromanaging Boss
Create a win-win situation
Micromanagers. The bane of every worker's existence. They hover, they check in, they scrutinise every email, and they can leave you feeling anxious, flustered, and questioning your own abilities to do the job you were hired to do. In order to flourish in your role, you need to cultivate a sense of autonomy and control over what you are doing, and often, micromanagers undermine this. However, there are probably quite a few reasons why they are managing in this way, and to address these behaviours, it is worth sitting down and thinking about why someone may be a micromanager.
First, understand why they tick. Micromanagers come in all flavours, but some common reasons for their obsessive oversight include:
First-time manager: Is this their first time stepping up into a manager role? They may have quite a few insecurities and want to ‘prove’ themselves capable. Many people think being a good leader and manager means knowing all the small details, but this is absolutely not the case.
Career path: Where has the manager come from, which industry? Some roles genuinely require a high level of detail and scrutiny and maybe they have spent many years in that mindset.
Lack of training: Managing and leading a person or a team requires training and an entirely new set of skills. According to a People Management article form 2021, only one in four managers have had any training (https://www.peoplemanagement.co.uk/article/1747318/one-in-four-managers-have-never-management-training-survey-finds). It’s no wonder so many people have to struggle against a micromanager.
Lack of trust:Â Are you new to the team? Do you think that maybe your manager might be a little envious of your credentials and may worry that they could undermine you with your superior knowledge on a topic? Maybe your manager has genuine intentions but has been burned in the past with troublesome teams or colleagues.
Genuine passion: Sometimes, micromanagers are just really really passionate about the work, are excited to be delivering a project and inadvertently get themselves too involved.
Once you can find out and understand the "why," you can tackle the "how." Here are some tips for dealing with a micromanaging boss:
1. Have an open conversation. Approach your boss calmly and professionally. Identify specific behaviours that are impacting you without making direct accusations. Make it about what you would like to do better rather than picking out their faults, as this could make your manager defensive. Focus on solutions, not accusations. What would you like to gain from this conversation? How can the two of you work better together?
2. Build trust. Show your boss you're a reliable and competent employee. Deliver high-quality work on time, meet deadlines, and take initiative. The more you prove your worth, the less they'll feel the need to micromanage.
3. Set boundaries. If your boss is constantly checking in, politely suggest less frequent updates. Propose regular progress reports or scheduled check-ins instead of hourly pings.
4. Ask what you can do better. You can be direct here – ask them what you can do to meet the needs of the manager and the team or your overall organisation’s goals. It is likely they will say that you are already doing a good job. In that case, show how you want to collaborate and support your manager but also say you are most productive when you have some time and autonomy to get those things done. Maybe at your next check in start off with a list of completed items that you know is important to your manager. Stay one step ahead and inform them of your activities without them asking.
5. Get them involved. This might feel a little counterintuitive, but often micromanagers don’t know they are micromanaging. Is there a task or a part of the project that you could assign to them? Is there a way to give them control without it affecting what you need to do? Can you go to them with a specific problem and ask for their advice on how to resolve it? Sometimes if micromanagers feel involved, they will become more comfortable and will naturally start to back away to give you the space you need.
6. Document everything. If your boss's micromanaging becomes excessive or abusive, keep a record of specific examples. This documentation can be helpful if you need to escalate the issue to HR.
Remember, communication is key. By understanding your boss's motivations and communicating your needs assertively, you can create a more productive and enjoyable work environment for both of you. Keep the conversation as positive as possible, even when it is hard to do so if you feel frustrated and restricted.
With a little patience and perseverance, you can tame the micromanaging beast and reclaim your workplace sanity. Good luck!