You’re stuck working with a micromanager boss. How can you keep your sanity?

I′d prefer to view my boss as a coach who wants me to learn and perform my job correctly, rather than labeling him as a micromanager. To achieve this, I′d keep my boss informed about each completed task at the top of every hour. Additionally, I′d strive to meet deadlines for each task and provide periodic progress reports. By including my boss in my tasks, I believe I can make my job more manageable and maintain good mental health.

I've been on both sides of the conversation so before acting up, make sure you take some time to reflect on this one: 1. Document your conversation 1.1 make sure on both sides expectations are being met (and clearly documented) 2. Propose a feedback session (both ways) maybe they are really struggling with something you do or viceversa. If they are not open to this, collaborate with HR to facilitate the meeting. 3. Have open constant conversation, if the positive cases, micromanagement comes form lack of trust and but eventually disappears once both parts are comfortable. 4. If despite feedback, documentation and open communication your boss still micromanages you reflect in your career and plan for a change

I would like to say that first we need to review why the managers are looking for micromanagement and reason behind the review and how we can overcome the issues as a manger we don't do micro management

Understanding the underlying reasons behind a micromanager's behavior is indeed a crucial first step in addressing the issue. By empathizing with their perspective, you can gain insight into their motivations, concerns, and challenges. Perhaps they feel insecure about relinquishing control, or they face pressure from superiors to meet demanding expectations and deadlines. Alternatively, they may lack trust in their team's abilities or struggle with delegation and empowerment. By reframing the situation and seeing things from the micromanager's point of view, you can avoid taking their actions personally and reduce feelings of resentment. Instead, you can approach the situation with empathy and seek constructive ways to address the root

Implement strategies such as setting regular check-in meetings, providing detailed progress reports, and using project management tools to keep the micromanager informed without requiring constant oversight.

Absolutely, clear and frequent communication is key when dealing with a micromanager. Keeping them updated on your progress, challenges, and achievements helps alleviate their need to constantly check in and micromanage. Utilizing the communication channels and tools preferred by the micromanager, such as email, phone, or chat, demonstrates your willingness to accommodate their preferences. Being proactive, transparent, and concise in your messages can further reassure the micromanager of your reliability, responsibility, and accountability. Anticipating their questions and concerns and addressing them before they ask demonstrates your proactive approach and attention to detail. By consistently communicating with the micromanager.

Setting boundaries and expectations is crucial when dealing with a micromanager. Clearly defining the scope, goals, and deadlines of your projects with your boss can help establish a framework for autonomy and decision-making. Requesting that they provide feedback at specific stages or intervals, rather than constantly or randomly, allows for more focused and constructive communication. By negotiating ground rules and agreements with your boss, you create space and flexibility for yourself and your work, while also maintaining accountability and alignment with organizational objectives. This approach helps mitigate the negative effects of micromanagement, such as undermining autonomy, creativity, and confidence, and fosters.

Seeking feedback and improvement from a micromanager can indeed be a valuable opportunity for growth and development. Despite their tendency to micromanage, micromanagers often possess valuable experience, knowledge, and skills that you can benefit from. Rather than viewing their criticism as a threat, approach it with an open mind and a willingness to learn. Asking for constructive feedback on your performance, strengths, and areas of improvement demonstrates your commitment to personal and professional growth. Actively listening to their suggestions and advice, and implementing them when appropriate, shows that you value their input and are receptive to change. By demonstrating a willingness to learn, adapt, and improve, you can foster