If you have wondered why you are not going well at work, despite the fact that you perform your duties well, then perhaps it is because your manager is a micromanager.
Here are the main signs of a micromanager:
- Your manager is mired in operational tasks.
- There are only two opinions: his and the wrong.
- You waste time on reports that are first read, then ignored. And even if you don’t prepare them a couple of times, they usually don’t ask about them.
- Your ideas and suggestions are at least ignored, and possibly ridiculed.
- All your competencies are called into question.
- Specific decisions are imposed on you in your own area of competence, with virtually no opportunity for discussion.
- The manager controls the process, but very often the result itself does not matter.
- You are given tasks not at your level, but at the level of your subordinates.
What is bad about a micromanager?
He takes away from you the opportunity, and over time, the ability, to lead. At a new place of work, you may suddenly discover that you have forgotten how to lead. Moreover, such toxicity undermines self-confidence and competence.
Where do they come from?
Some came from under the same manager, others have not learned to delegate, some are afraid to make mistakes, and others are held back by personal problems and the fear of entrusting the solution to the problem to other people. Micromanagers are common among managers who have a highly developed “excellent student syndrome.”
How do organizations suffer?
Most often, under the leadership of such leaders, departments and organizations face systemic crises or are closed. Talented people and effective leaders are completely washed out of such departments and organizations. The development of new areas of activity, if not completely suspended, then slows down significantly.
What to do?
- Tell and show your manager how he can control your activities and the activities of your department.
- Take on projects that are not at all interesting to the manager, but that need to be done.
- Try to agree on the work format and delegation rules.
- Tell us that you will work much more effectively with greater autonomy and responsibility.
Experience shows that adequate managers who perceive feedback will try to change the behavior pattern, at least with you and your department. If several negotiations on the topic of micromanagement did not lead to success, then you can either come to terms with this management model or look for a new job.
If you do not humble yourself and begin to tolerate it due to some circumstances, then try to change jobs as soon as possible, otherwise such emotional pressure will soon affect your psyche, you will begin to get irritated, freak out and lash out at your subordinates. And in such a situation they may ask you.
How do you understand that you are a micromanager?
- People come to you with problems without offering solutions
- All your subordinates are missing deadlines
- Your employees lack suggestions and initiatives
- All matters and problems will await your return from vacation
- There are a lot of rumors and gossip in the unit
Remember that as a manager you were not hired to do all the work yourself and make decisions alone, but to complete the tasks assigned to you with the hands and intellects of your subordinates, using their unique knowledge, skills and abilities.
What to do?
- Admit there is a problem
- Learn to delegate
- Prohibit asking questions without proposed solutions
This checklist helped me eliminate the consequences in the team I inherited from the micromanager and restore professional communications.
My subordinates again felt that they were professionals, their experience and knowledge were valued, which later helped them solve unforeseen issues and problems even without my intervention.
Yes, there were those who were never able to return to normal management, and they themselves decided to leave the company. Toxicity affects people and some, unfortunately, cannot be cured.
If too many micromanagers begin to appear in an organization, then a serious analysis needs to be carried out, especially an analysis of the company’s development strategy. You need to immediately understand where they came from in the company and why they feel comfortable here? Don't delay, otherwise it may be too late.