6 Ways to Deal with a Micromanager

Nothing is more demotivating than having your boss micromanage every step of your performance, especially when you are more than experienced to handle the task. For newer employees, there is definitely some degree of usefulness to it, but more often than not, it tends to be detrimental for employees and their ability to work. There are ways around it, however, and if you play your cards right, it can lead to a positive transformation in your work environment.

Before you decide to act, whether that includes quitting or attempting to confront the issue, it's essential to define what micromanaging is. Each person has their own limit of how much they can be managed.

What seems like too much for you may very well be lenient for someone else. Pay attention to their actions and words, that indicate they’re micromanaging you. Then try to imagine your daily work routine without those actions or words and determine whether they were genuinely relevant and helpful or not.

There are a few general indicators that a boss is displaying micromanaging behavior.

• For starters, it's rare for work to be good enough on the first go. There will always be something for them to criticize.
• They’ll get upset when an employee doesn’t perform a task EXACTLY how they would have done it.
• They focus on unnecessary and irrelevant details that are usually subjective in nature and inherently a waste of time.      
• They’re more likely to ask for constant updates and detailed information at a frequency that's detrimental to your workflow.

 If you are indeed being subjected to micromanagement, there are ways through which you can express your concerns.

Chances are your managers don’t even realize that their way of management is not helping, even though their intentions are in the right place. So how do you deal with micromanagers then?

Well, there are a couple of ways that range from merely talking to them to getting your manager's seniors involved. Depending on the severity of the situation, here is the list of ways you can deal with a micromanager.

1. Talk to Them

One of the more direct approaches of dealing with a micromanager is merely talking to them. It's essential to have a one-on-one conversation that’s dedicated to the subject of micromanagement.

Be honest, open, and polite about the topic and explain how it is negatively affecting your workflow. Take note of all the actions and behavior and explain in detail and in the most objective way possible why you consider to be redundant and counterproductive.

Make sure that your emotions are intact and keep calm. It will encourage your boss to listen to what you have to say without getting defensive or angry themselves. Getting upset or showing signs of frustration will only serve to sabotage what you are trying to fix.

Ask your boss for clear expectations of your job tasks, how to communicate progress, delays, and challenges, the preferred mode of communication (email, phone call, text), and how often. Understanding your boss's communication style and needs will help you be a more effective communicator and decrease your own frustrations.

You can also attempt to contact your human resources department and ask to have a representative that serves as a non-partial mediator to the meeting as well. Having a third party will help hold you accountable for your words and serve as moral support as well.

2. Adjust your work style

Another thing you can do to improve your relationship with your boss is to always be ahead of them in whatever you do. Being proactive, being ahead of deadlines, and constant updates and communication with your boss is a must.

Communication is vital in this approach. Cover all grounds by asking a lot of questions when it comes to discussing the work at hand. Get details, ask them if there’s anything specific you’d need to look out for when performing tasks, all these little things go a long way in a micromanager’s eyes. 

Ask your boss for clear expectations of your tasks, how to keep you updated with the progress, delays, and challenges, their preferred mode of communication, and the frequency of the same. Understanding your manager’s needs and form of communication will help you be more effective at doing your job for them and reduce frustration in general. 

If your boss is constantly asking for updates, outdo them by sending in updates consistently before they get a chance to ask for it. As long as there is no issue with your work quality, it’s better to be more enthusiastic and proactive in general to reduce the "over-administration."

Your boss is bound to recognize that you are going the extra mile as well, and they might even look back and question if they were going too far themselves. Overall, it's better to be proactive regardless, but it helps smoothen things out with micromanagers.

3. Don’t take it to heart

It's imperative not to take any of your manager's behavior personally. A boss that's always looking over your shoulder, giving endless amounts of feedback is demoralizing and can make you feel as though your boss doesn't trust you at all.

However, studies indicate that often, it’s the other way around and it has nothing to do with your own performance but rather their own shortcomings. The issue with micromanagement is far more nuanced than just being over-controlling in nature.

There is a degree of ineffective communication that also leads to micromanaging as well. Not being able to convey objectives and targets to your employees accurately is a strong factor that affects a boss' tendency to micromanage.

Moreover, pushing back, whether it's passive aggressive or confrontational, is very counterproductive. If a manager senses that hostility, they may conclude that you can't be trusted with greater responsibilities and reduce your involvement in general. It's very tempting to complain, but you don't want to do it, especially if you're looking to change the work environment positively.

4. Build their trust in you

Micromanagement is a function of both the fear of failure as well as a very high standard for success. The key to building their trust in you is to find out what your boss needs to feel safe that you have things under control. Succeed in the dimensions of your work that your boss is concerned with.

Ask questions like:

• What are the critical determinants of success for this project?
• What are the primary concerns that need to be addressed?
• I intend to approach the project like this. Do you have any suggestions for improvement?

Identify what reduces stress for your boss and deliver your work according to those requirements.

5. Put yourself in their shoes

In a busy office, not everything may get communicated effectively. Your boss may be under pressure from his superiors regarding deadlines and mistakes, which ultimately affect their reputation in the company. Sometimes their own actions and behavior may be rooted in a legitimate concern about your own ability to pull your weight in the office.

Aside from looking inward and objectively evaluating your performance, try to look at your performance from their perspective. Are you consistent with your work? Do you show up late from time to time? Or have you had difficulties meeting deadlines? All of this could point to why your boss is always looking over your shoulder.

Sometimes just being kind, polite, and dedicated is all it takes for them to get the message as well. Sit and talk to them about how you understand there’s much that needs to be done and ask if there’s anything you could do to make the process as smooth as possible for the both of you.

 If you're making no headway with them when it comes to expressing your concerns, regardless of the effort you put in, it’s time for the next approach.

6. Arrange a meeting with your boss’ senior

If both talking and going the extra mile has had no positive effect on your manager’s behavior, it's time to try and speak to your manager's manager. This approach should only be taken when you have already tried the previous methods and shouldn’t be your initial way of dealing with this issue.

The reason behind that is because it’s essential that you always first try to see if there's anything you and your boss can do to resolve the situation without getting upper-level management involved. Going straight to them without even making any effort on your end simply comes off as a move that’s made in bad faith.

To this end, keep consistent records of everything you do, everything that has been communicated, and how much progress is being made. You need to have a solid argument and need all the evidence to back it up as well. Arrange for a meeting with them, present your case in an objective fashion that holds the company's interests at heart.

Explain how you've made attempts on your end to confront and resolve the situation but have made no headway. Ask them if they could assist in having a talk with your manager to rectify the issue.

You can also watch the full video of this article here:

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