Managing a Micromanager
By Kristin Hodgkinson and Wendy R. Weidenbaum
You’re reading over your daily to-do list when ‘ping!’ the third email reminder about an upcoming project has landed in your inbox. It’s time to face the facts — you’re being micromanaged. It’s not uncommon to feel as if a micromanaging boss is questioning your competency and your ability to get the work done. This can be frustrating and extremely discouraging. When faced with the issue of micromanagement, it is important to first examine what is causing your boss to micromanage, and then to take preemptive measures to counteract the micromanaging.
Self-evaluate
Bosses micromanage for two reasons: lack of trust and/or a need to control. Before getting defensive about your boss’ overbearing tendencies, take a moment to self-evaluate and make sure the micromanagement isn’t warranted. If you’re constantly handing in work that has errors or are missing deadlines, you have found the source of the issue. It is then time to own your part of the micromanagement. Remember, it is easier to change your behavior than the perception of your manager that you cannot be trusted to provide quality work.
Become proactive
If you’re able to determine that the micromanagement is unwarranted, it’s time to become proactive. Start by giving your boss updates of your progress on an agreed upon schedule, anticipate upcoming projects or work that needs to be accomplished, and have the work to your boss on or, if possible, ahead of schedule. By laying down a foundation that you are a reliable and hardworking employee your boss will begin to trust you more and this will lead to more independence in the workplace.
Keep lines of communication open
Lastly, be sure to keep the lines of communication open. Address the issue of micromanagement by asking your boss if there’s anything you could be doing differently to make him or her more comfortable with giving you greater freedoms. Just don’t call it micromanaging. If your work performance indicates that you are a capable employee, this conversation may lead your employer to evaluate his or her own actions and could become the catalyst for change.