No one likes being put under the microscope, especially by a superior who seems to have an opinion about every action you take. Being micromanaged feels annoying and demotivating. Yet, it’s a common occurrence. Almost half of American workers experienced being micromanaged at the workplace.
Micromanagers are a common archetype in the workplace. A lot of the time, they’re not aware of their tendencies and just consider themselves “hands-on” or “proactive”. So, how do you professionally deal with a micromanaging boss? Here’s our best advice.
Why is My Boss Suddenly Micromanaging Me?
To determine the best coping strategy, understand the root cause of your boss’s behavior. Are they being unreasonable, or do they lack trust in your skills? Your manager may negatively single you out and make the focal point of their attention if you lack skills (in their opinion) or previously had some flops. Perhaps you’ve been rude to a customer, and they now want to test the theory of whether people truly behave better when they think they’re being watched (which is true in many cases).
Something else might have triggered their micromanagement tendencies. It could be pressure from higher-ups, making them worried about their position. Or your boss may be aiming for a promotion and wants stellar team results.
Last but not least, a toxic micromanaging boss may not immediately reveal their behaviors — not during the interview or onboarding period. But their ongoing reluctance to delegate, accept alternative opinions, and extreme scrutiny over your work becomes apparent a few months into the job.
How to Handle a Micromanaging Boss Without Getting Fired
Many micromanagers have no clue that they’re doing something wrong. Perhaps they’ve worked under the same manager themselves or just feel deeply insecure. No matter the reason, your goal is to professionally address the matter. Here’s how to deal with a micromanaging boss.
Document The Cases
Avoid making baseless accusations about your boss’s management style. Subjective, emotional statements won’t be taken seriously. Document specific cases of the micromanager’s actions hindering your productivity. Be specific and jot down examples. Talk to colleagues about their experience with the same manager to reinforce your narrative.
Also, if you ever decide to escalate the issue to their superiors or report them to HR, you’ll need concrete evidence. Although, it’s best to keep this option as a last resort.
Ask and Implement Their Feedback
Micromanagers often act the way they do because they lack trust in employees’ abilities. Your goal is to dispel their doubts. Request a private 1:1 with your manager to discuss your relationship dynamics.
Ask if you’re not meeting their expectations. If they have qualms, ask how you can do better. Request specific feedback on aligning your performance with their needs. For example, if the micromanager constantly nit-picks your core tasks, create a standard operating procedure or a templated workflow and follow their requests precisely.
Your goal is to show eagerness to self-improve and earn their trust to consistently deliver better results.
Build Stronger Personal Rapport
Another common reason for micromanagement is your boss’s lack of leadership experience or personal insecurities. They may be new and trying to prove themselves or feel threatened by your seniority or expertise.
In any case, your goal is to show that you’re their ally. Learn to anticipate your managers’ objectives and values. Get into a habit of asking about the outcomes your boss wants to achieve and pitching ways you can help.
For example, if you are only assigned small tasks requiring minimal contribution while your manager shoulders most of the workload, show greater initiative. Ask to be assigned more complex projects, listen carefully to their instructions, ask follow-up questions, and do your best work to impress them and earn their trust.
Request Greater Autonomy
A micromanager will ease the reins once you prove your reliability. This won’t happen overnight, but you can speed up the process with strong communication.
Start sending regular morning updates about your progress and follow-up plans instead of waiting for them to check in on you. Offer to set up a dedicated hour at the end of each week to review the progress, address their comments, and ask your questions.
By keeping a micromanager in the loop, you’re addressing their deep-seated insecurities and progressively carving out more autonomy in work planning and execution.
If Nothing Helps, Request a Move to Another Team
Almost half of workers say they’re ready to quit because of a micromanaging boss. The sentiment is understandable because you’re essentially feeling stripped of your duties. But quitting a job without a backup plan is never a good idea.
Instead, talk to HR about the issue with your supervisor. Bring up the evidence you’ve gathered earlier and feedback from other team members. Then, ask if there’s an opportunity to transfer teams. Most organizations will accommodate an internal move rather than lose a great employee.
A conversation with the HR or higher management may also prompt further action towards the micromanager. They may be assigned extra training or, in extreme cases, demoted to a lower position.
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