How to Get Along with Your Micromanager | 5 tips

If you were asked what kind of manager you would not like to work with, I am sure most of you would answer: a micromanager. Yes, micromanagers are managers most of us don't like to work with.? It's a term that strikes a chord with many of us, often associated with frustration, irritation, and a lack of trust in the workplace. But when you are already dealing with one, how can you navigate their management style effectively and create a more positive and productive work environment??

In this article, I will explore strategies for understanding the perspective of micromanagers and building a harmonious relationship with them. Whether you're an introvert struggling to assert yourself or someone feeling suffocated by micromanagement, the actionable insights in the blog will help you thrive despite these challenges!

Who is a Micromanager??

Many of us, especially introverts, may find ourselves grappling with the challenge of working alongside micromanagers. But who exactly are they? Well, micromanagers, often characterised by their need for control and close oversight, can appear endearing in their meticulousness. However, beneath this facade lies a fundamental issue: a lack of trust. Micromanagers struggle to place trust in their team members, believing that tasks can be completed effectively through constant monitoring.

Another factor driving micromanagers is a misperception of what it means to be hands-on. They erroneously equate involvement in every aspect of a project with being a proactive and engaged leader. However, this approach often leads to overburdening themselves with tasks, hindering their ability to delegate effectively and ultimately impeding team productivity.

Micromanagers tend to inflate the importance of deadlines, imposing unrealistic timeframes on projects. This artificially heightened sense of urgency can create unnecessary stress and pressure for team members, leading to frustration and resentment over time.?

When a micromanager remains entrenched within a team, an insidious pattern emerges:?

• The team relies on this micromanager, and their every move is scrutinised and supervised.?
• When the micromanager is absent, the team falters, left directionless and unsure.?
• Over time, this dependency breeds a culture of underperformance. Confidence wanes, morale dwindles, and productivity suffers.?
• The team begins to doubt their own abilities, believing that any task completed without the micromanager's oversight is inherently flawed.?
• This erosion of self-assurance perpetuates a cycle of mediocrity, culminating in a team that falls short of its potential.?

Indeed, the micromanager's overbearing style proves to be the team's greatest impediment, stifling innovation and impeding progress.

5 Important Tips To Help You Get Along With A Micromanager?

So, what's the next step? Well, there are essentially two paths to consider. Firstly, there's the option where the micromanager transforms. This involves the micromanager recognising that their controlling tendencies are hindering not only their career growth but also the productivity and morale of the team. However, it's important to note that not all micromanagers will readily embrace this change; some may firmly believe they are doing an exemplary job and resist altering their approach.

Alternatively, the second approach involves adapting our behaviour to foster a more harmonious relationship with the micromanager. In the upcoming tips, I'll share strategies to help you navigate this challenging dynamic and create a conducive work environment for yourself. Let's dive into these tips and pave the way for smoother interactions with micromanagers.

Tip No. 1: Calm Yourself Down?

Easier said than done. Maintaining a calm demeanour in the face of constant inquiries from micromanagers can be challenging. However, it's important to recognise that this behaviour is inherent to their nature. By cultivating a sense of calmness, you can? think clearly and devise effective strategies for managing the situation.

Tip No. 2: Accept

Accept that you are working with a micromanager. Accepting the reality of working with a micromanager is crucial in finding peace within the dynamic. Rather than holding onto the hope that they will change their ways, focus your energy on adapting your behaviour and attitude to align with their expectations.

Tip No. 3: Set Up Cadence?

One defining characteristic of micromanagers is their constant need for updates. For instance, asking for an update every 20-25 minutes. How will you do it? You can leverage this behaviour to your advantage and establish a cadence for providing updates. As soon as you get an update, a point of time will come when the manager will start trusting you. You will give an update during the meeting so he will shift his focus from you to other team members. And this way, you will have that leeway. You will have that free time or time when you can do your work peacefully without being constantly supervised.

Tip No. 4: Copy Them on All Communications

You have to copy all the emails and all the communication, internal and external, and tell them that I have copied them. So you have to apply the unicentric method to them. Basically, he wants to be informed about every small little thing, and that is exactly what you will do proactively. Copy all the emails and tell them. Now you will see a drastic change in their attitude, and you must supervise them slowly.

Tip No. 5: Meet Deadlines Religiously?

One surefire way to gain a micromanager's trust and confidence is to meet deadlines consistently with high-quality work. Regardless of the unrealistic timelines the micromanager imposes, prioritise meeting deadlines and delivering results promptly. This demonstrates your reliability and competence and alleviates the micromanager's fears about project delays. You can gradually earn the trust and autonomy to work independently by consistently exceeding expectations and delivering timely results.?

Final Thoughts?

By doing these things, your manager (aka micromanager) will start to trust you more and not look after everything so much. Show that you are proactive with updates, always completing tasks on time and copying them in every communication. As the trust grows, they will concentrate less on watching over your work and instead focus on other team members. This attention change might provide a more relaxed and productive atmosphere for you to complete your tasks.

If you need help with micromanagement, try applying these strategies for a better work atmosphere and performance. Implementing these simple but powerful guidelines might lead to notable improvements in your job's environment and output!

About Author?

Satyajit Senapati is a best-selling Author, TEDx & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis etc. He holds an MBA from IIM Lucknow. For more information explore?

Website: www.satyajitsenapati.com ?

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