from absolutely destroying your productivity?
This is one of those situations where you have to tread carefully, tailoring any advice to your individual personality and situation. Various experts have taken differing approaches to the subject, suggesting numerous (and often contradictory) ways of dealing with micromanagers. The only thing they agree on is youâre unlikely to change a micromanagerâs ways, because as a category, they derive pleasure from trying to control your every move.
Personally, Iâm not sure this is
always
the case. If you feel your boss is micromanaging you, take a hard look at yourself first. Are you new to the job? How does your performance compare to others in your group? Do your coworkers feel the same way about the boss? As hard as it is to admit, perhaps youâre giving your manager legitimate reasons to micromanage you. Buckle down, focus on your productivity, and see if things improve.
On the other hand, I agree thereâs a certain level of petty tyranny involved in most micromanaging. When this is the case, you basically have three choices: You can adapt, find another job, or confront them directly.
Adapting may involve anything from appeasement to manipulating your micromanager to your satisfaction. Admittedly, appeasement isnât ideal; I wouldnât consider it unless your situation is desperate and you need to âplay the game.â You also have the option of micromanaging the micromanager. In other words, try to overwhelm them with the minutiaethey typically require until theyâre sick of it. Find out precisely what they want, and get it to them ahead of time. Be relentless. Keep in constant contact. Follow the rules precisely and preempt deadlines.
Some authorities recommend trying to prove to the micromanager that youâre capable of doing your job. The idea is to take on a new role or project and roll it out perfectly, so theyâll see the error of their ways and back off. This rarely works. Micromanagers are all about control and have an ingrained lack of trust. Even a minor mistake can be fatal: Theyâll focus on it as proof they were right to micromanage you in the first place, no matter how well youâve done otherwise.
Whatever you do, document your interactions with micromanagers. Have them write down their requirements for you. Record orders in a journal (written or electronic), and be very specific as to dates and times. Carefully track everything you do to fulfill orders. When something goes wrong, you can pull out your notes and say, âWell, hereâs what you told me to do on such-and-such a date.â While having to track everything this way may seem abysmally unproductive, in the end it may help you protect yourselfâespecially if they try to pin the blame for something on you.
If you canât live with being micromanaged, and you canât find a way to successfully manage your manager, you always have the option of leaving that environment. Either transfer elsewhere in the organization or find a new opportunity. Some experts recommend against this, claiming itâs self-defeating. They argue that since micromanagers are everywhere, you might end up working for another one even after you change jobs. Not to mention that it can be difficult to find another job in times of high unemployment and economic uncertainty.
This is a bit like saying that even if your chickenpox is cured, you might just catch measles. True ⦠but conversely, you might end up healthier and more productive than ever before. If you must leave to maintain your sanity, then leave. If you just canât seem to escape the micromanagement trap evenafter changing jobs, look within. Perhaps consider starting your own business, so you never have to worry about others managing you again.
The best option is to schedule a meeting with your manager, and politely but firmly point out that you canât work productively in an environment
This is one of those situations where you have to tread carefully, tailoring any advice to your individual personality and situation. Various experts have taken differing approaches to the subject, suggesting numerous (and often contradictory) ways of dealing with micromanagers. The only thing they agree on is youâre unlikely to change a micromanagerâs ways, because as a category, they derive pleasure from trying to control your every move.
Personally, Iâm not sure this is
always
the case. If you feel your boss is micromanaging you, take a hard look at yourself first. Are you new to the job? How does your performance compare to others in your group? Do your coworkers feel the same way about the boss? As hard as it is to admit, perhaps youâre giving your manager legitimate reasons to micromanage you. Buckle down, focus on your productivity, and see if things improve.
On the other hand, I agree thereâs a certain level of petty tyranny involved in most micromanaging. When this is the case, you basically have three choices: You can adapt, find another job, or confront them directly.
Adapting may involve anything from appeasement to manipulating your micromanager to your satisfaction. Admittedly, appeasement isnât ideal; I wouldnât consider it unless your situation is desperate and you need to âplay the game.â You also have the option of micromanaging the micromanager. In other words, try to overwhelm them with the minutiaethey typically require until theyâre sick of it. Find out precisely what they want, and get it to them ahead of time. Be relentless. Keep in constant contact. Follow the rules precisely and preempt deadlines.
Some authorities recommend trying to prove to the micromanager that youâre capable of doing your job. The idea is to take on a new role or project and roll it out perfectly, so theyâll see the error of their ways and back off. This rarely works. Micromanagers are all about control and have an ingrained lack of trust. Even a minor mistake can be fatal: Theyâll focus on it as proof they were right to micromanage you in the first place, no matter how well youâve done otherwise.
Whatever you do, document your interactions with micromanagers. Have them write down their requirements for you. Record orders in a journal (written or electronic), and be very specific as to dates and times. Carefully track everything you do to fulfill orders. When something goes wrong, you can pull out your notes and say, âWell, hereâs what you told me to do on such-and-such a date.â While having to track everything this way may seem abysmally unproductive, in the end it may help you protect yourselfâespecially if they try to pin the blame for something on you.
If you canât live with being micromanaged, and you canât find a way to successfully manage your manager, you always have the option of leaving that environment. Either transfer elsewhere in the organization or find a new opportunity. Some experts recommend against this, claiming itâs self-defeating. They argue that since micromanagers are everywhere, you might end up working for another one even after you change jobs. Not to mention that it can be difficult to find another job in times of high unemployment and economic uncertainty.
This is a bit like saying that even if your chickenpox is cured, you might just catch measles. True ⦠but conversely, you might end up healthier and more productive than ever before. If you must leave to maintain your sanity, then leave. If you just canât seem to escape the micromanagement trap evenafter changing jobs, look within. Perhaps consider starting your own business, so you never have to worry about others managing you again.
The best option is to schedule a meeting with your manager, and politely but firmly point out that you canât work productively in an environment
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