If you have ever worked for a micromanager you’ll probably never forget the experience. It’s an uncomfortable working relationship that no doubt requires both resilience and learned skills in order to survive.
The very definition of a micromanager sounds discouraging to career growth, “manage with excessive control or attention to details”. After all, who would be attracted to a job where your work is scrutinized routinely, being checked and double checked for accuracy?
Micromanaging ranks second on a list of 13 characteristics of a bad boss and with good reason their obsessive behavior with control leads to a work place where motivation and enthusiasm is diminished.
Working for a micromanager can make you question your skills “Why would they hire me, if I couldn’t do the job?”
There are two messages that micromanagers send simultaneously that creates confusion and doubt; you have the right skills and can do the job; however, I need to step in and make sure you have the right skills to do the job.
At the center of every conflicting message is a lack of trust and if you aren’t careful you could lose sight of all the accomplishments you have made in your career. 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 challenge in working with a micromanager is keeping your spirits high while having your work questioned. The truth is that working for a micromanager is difficult but not impossible. It helps to separate your skills from the manager who is struggling with trust. With practice you can implement some new tactics that have helped others while growing your career and maintaining your confidence.
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:
• Do prepare in advance for their need to control, lean towards over- communicating and keep them informed before problems arise.
• Do take the initiative to communicate the 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 rather listen for cues and pay attention to their hot button issues. Their advice teaches you what bothers them and helps you prepare in advance.
• Don’t expect reasoning to work when talking with a micromanager, unless they are open to change. Talking about their excessive managing will only encourage more of the same.
• Don’t get defensive — it leads to their notion that you need more guidance. Ironically, asking for their advice tends to build rapport and shows you are interested in learning from them.
• Learn from them, their 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 facing another work week causes you to be down in the dumps, then start making plans to search for new opportunities. Your career is far too valuable to stay miserable at work.
What has been your experience in working with a micromanager? What did you learn from the experience?
