f you have ever worked for a micromanager, you’ll probably never forget the experience. It is an uncomfortable working relationship that no doubt requires both resilience and learned skills in order to survive.
A micromanaging boss can be difficult to spot at first and that’s often the reason why employees look to change jobs. The very definition of a micromanager sounds discouraging to those seeking career growth: “one who manages with excessive control or attention on details.” After all, who would be attracted to an opportunity where your work would be scrutinized routinely, being checked and double-checked for accuracy?
Most employees shy away from working with micromanagers and for good reason; their obsession with control and behavior leads to a workplace where motivation is diminished. Working for a micromanager can make you question your skills, asking “Why would they hire me if I couldn’t do the job?”
The mixed message that employees often hear is, “I hired you to do the job because you have the skills; however, I need to control everything you do because you may not do it right.” It boils down to a trust issue that sends a conflicting message.
Being micromanaged often takes a toll on you and the time spent under a watchful eye can lead to career lethargy which in turn can send the wrong perception to others that you lack drive and initiative.
The truth is working for micromanaging boss is difficult but not impossible. With practice you can implement some new tactics that have helped others while gaining experience in your career.
First keep in mind that most micromanagers aren’t out to destroy your career. It’s not a personal attack, rather it is their inability to trust. Keeping a healthy perspective helps you cope with a micromanager’s need to check and verify over and over again.
Here are suggestions to help manage a micromanager:
Prepare in advance for his or her need to control. Lean toward over-communicating and keep him or her informed before problems arise.
Take the initiative to communicate your progress on daily tasks and current projects without being asked; this helps build trust.
Don’t take to heart the daily critiques and criticism a micromanager gives. Instead, listen for cues and pay attention to his or her hot button issues. This advice teaches you what bothers him or her and helps you prepare in advance.
Don’t expect reasoning to work when talking with a micromanager, unless he or she is open to change. Talking about his or her excessive managing will only encourage more of the same.
Don’t get defensive; it leads to a micromanager’s notion that you need more guidance. Ironically, asking for his or her advice tends to build rapport and shows you are interested in learning from it.
Learn from your manager; his or her need for results can help you strengthen your sense of urgency and help you become more organized for future career opportunities.
While micromanagers are challenging, don’t give them the power to ruin your happiness at work. If you find yourself too miserable to face another work week, take charge and start searching for new opportunities.
What has been your experience in dealing with a micromanager? What did you learn from the experience?
