Micromanagement is not a Death Sentence

Is your manager questioning your every move, your every decision? Does everything need to be approved first before you can do something?

It's a situation many may find themselves in and the resulting frustration can be quite demoralizing.

But - and here is the problem - many often think it is an unsolvable problem and there is little you can do about it. It is just the way of the world, you are just unlucky to be reporting to this SOB...

But what if I told you that it might not be the case?

Let me explain.

What is this "Micromanagement"?

Micromanagement is a management style characterized by excessive control or attention to minor details, often to the detriment of the overall workflow, effective workplace relationships and productivity.

(Some also think it is a synonym for RTO... but that's another discussion...)

It manifests in a workplace where a manager or supervisor closely observes or controls the work of their subordinates, leaving little room for independent decision-making, innovation or creativity.

Telltale signs include a manager who constantly asks for updates, rarely delegates responsibility, or insists on being a part of even the most minute decisions.

Why Does It Happen?

Micromanagement is, at its core, reactive.

It is a consequence of a belief system that may or may not be supported by evidence.

But it is a deliberate process. It does not happen by accident. The manager or supervisor is deliberately managing in this way.

There are 2 main reasons that can drive a manager to micromanage:

• Lack of Confidence: Your manager may doubt your abilities, possibly due to past experiences where you may have failed to live up to expectations or deliver as expected. Or they believe the work you do is complex and, for the moment at least, beyond your skill and he/she should supervise closely to ensure it gets done right. It is really important to realize that objectively this might not be true and you have never made a mistake or are indeed quite capable, but it may be the subjective reality of the manager.
• Individual Performance Pressure: It may have nothing to do with your capabilities. Your manager might be facing their own pressures, being constantly harassed by their own supervisors and, as a coping mechanism they are inadvertently passing this onto you. They are trying to deal with their own pressures by hovering over you.

But whatever the reason, it is important to understand that it is not always malevolent. It often happens because of best intentions, but a complete failure to appreciate the impact.

Regardless of why it happens, it does not make for a pleasant, engaging work environment.

How to Address It

When you are experiencing micromanagement, consider the 2 reasons why this might be happening and then address it using the following steps:

• Explain: This is where you have an open, frank discussion with your manger. Explain what you are experiencing, how it is making you feel and the impact it has on your ability to execute your responsibilities effectively. Do not fall into the trap of labelling it as "micromanagement"? because this often leads to confrontation, not open resolution. Forget the label.
• Understanding: Ask why this is happening. Why does your manager feel the need to manage every action so closely. Does he/she not have enough confidence in your abilities or is something else causing this? If you understand the reason, then you can actively help to address the underlying cause.
• Propose Trial Period: Propose a solution where for a specific period, relevant to specific tasks or actions, you both will change the working relationship in a specific way, monitor the outcomes, make changes as needed etc. You may not get full autonomy or flexibility, but you have actively started shaping how you are managed in the workplace. All in an effort to create a more productive work environment.
• Professional Development: If the issue is skill-related, seek training or mentorship to build confidence from both sides.

Conclusion

While the presence of micromanagement can be a frustrating aspect of professional life, it need not be a defining or perpetual state.

Recognizing and understanding the underlying causes can lead to effective strategies for managing up and fostering a healthier, more autonomous work environment.

With the right approach, you can turn a challenging scenario into an opportunity for growth and improved communication.

Best wishes

Johan