Micromanagement is a compulsive need to control every aspect regardless of significance of every function with goal of maximizing effectiveness. High attrition, low morale, and physical ailments come from this dubious management technique.
When you take the effectiveness of managers, you will find a distribution curve of quality. The majority of managers are decent at their jobs. As you approach the tails of the distribution curve, you will find few managers who are considered outstanding. However, on the other side of the distribution curve, you will find the dreadful managers, which include the micromanagers. These managers require special handling as they impact your job and career.
Typical behaviors and effects of micromanagers
Overinvolved …show more content…
Along with the daily agenda and benchmarks, you can further add to the over reporting. With your daily agenda, you can provide quantifiable evidence that you are producing work.
Know what triggers the micromanager and work to keep those triggers at bay
Micromanagers operate with certain triggers that set off their behavior. It is imperative that you understand what those triggers are as they hold the key for you to help them control their behavior. While numerous reasons for their behaviors, they are deeply rooted and difficult to change.
Communicate with the manager only IF they are receptive to it.
Some managers, especially newer managers, may not realize they are negatively affecting the team. If your manager can handling the constructive criticism, let them know. A respectable manager will step back and let you work. On the other hand, if your manager does not respond to that kind of criticism, you will have to remain silent on the issue as this will damage your relationship. For those times when you are not sure, err on the side of caution and remain silent.
Let them do your …show more content…
For internal promotions, you can promote the micromanager to the higher ups. For this to work, the higher levels of mangers need to be unaware of the bad management style. If you promote them enough, you increase the chances the micromanager will get moved to a different position/area and away from you.
The external promotion is a safer option as you might lose favor or reputation for promoting a bad manager. However, you can do a shadow job search for your manager. Reach out to recruiters who are looking for people like the micromanager. When presented with a better deal at another company, the micromanager will be someone else’s problem.
IF all else fails, leave!
Sometime leaving is the only option. No job is worth killing yourself over, much less to a manager who is determined to make their team miserable. Never let them win, leave before they cause harm to your career or
When you take the effectiveness of managers, you will find a distribution curve of quality. The majority of managers are decent at their jobs. As you approach the tails of the distribution curve, you will find few managers who are considered outstanding. However, on the other side of the distribution curve, you will find the dreadful managers, which include the micromanagers. These managers require special handling as they impact your job and career.
Typical behaviors and effects of micromanagers
Overinvolved …show more content…
Along with the daily agenda and benchmarks, you can further add to the over reporting. With your daily agenda, you can provide quantifiable evidence that you are producing work.
Know what triggers the micromanager and work to keep those triggers at bay
Micromanagers operate with certain triggers that set off their behavior. It is imperative that you understand what those triggers are as they hold the key for you to help them control their behavior. While numerous reasons for their behaviors, they are deeply rooted and difficult to change.
Communicate with the manager only IF they are receptive to it.
Some managers, especially newer managers, may not realize they are negatively affecting the team. If your manager can handling the constructive criticism, let them know. A respectable manager will step back and let you work. On the other hand, if your manager does not respond to that kind of criticism, you will have to remain silent on the issue as this will damage your relationship. For those times when you are not sure, err on the side of caution and remain silent.
Let them do your …show more content…
For internal promotions, you can promote the micromanager to the higher ups. For this to work, the higher levels of mangers need to be unaware of the bad management style. If you promote them enough, you increase the chances the micromanager will get moved to a different position/area and away from you.
The external promotion is a safer option as you might lose favor or reputation for promoting a bad manager. However, you can do a shadow job search for your manager. Reach out to recruiters who are looking for people like the micromanager. When presented with a better deal at another company, the micromanager will be someone else’s problem.
IF all else fails, leave!
Sometime leaving is the only option. No job is worth killing yourself over, much less to a manager who is determined to make their team miserable. Never let them win, leave before they cause harm to your career or