Who is the Micromanager and How to Deal with Them?

Work environments are seldom without challenges, and despite the diversity of difficulties that employees may face, dealing with a micromanager is one of the most significant challenges one might encounter in their professional journey.

In this article, we will explore who the micromanager is and how we can deal with them, turning this challenge into an opportunity for learning, development, and benefiting from working under the management of such an individual.

What is Micromanagement?

Micromanagement is a type of management that involves an exaggerated focus by the supervisor or manager on both small and large details and exerting control over employees regardless of their positions or experiences. This type of managers is referred to as micromanagers due to their excessive involvement in understanding work details precisely. In a negative sense, they solely are often the decision makers in the organization, making working under their management a challenge for some employees. Moreover, they tend to limit the capabilities of workers, as they are constantly required to explain, justify, and clarify every action they intend to take.

The distinguishing feature of managers who micromanage is their strong desire to supervise and control every aspect of the team's work. They claim knowledge of the team's work, such as instructing a writer on how to write or directing a designer on how to execute their tasks. This behaviour can demoralize employees and diminish their creative capabilities. These actions often stem from a pursuit of perfection or a lack of trust in team members. Here are 8 steps that can be taken to deal with this type of manager effectively and professionally:

1. Communicate Transparently and Effectively: One of the first steps in dealing with a micromanager is effective communication with high transparency. Scheduling regular meetings to discuss project progress, exchanging the latest updates, and seeking feedback can preemptively alleviate the micromanager's concerns and build a foundation of trust.
2. Define Goals Clearly:Clearly define project goals, timelines, and individual responsibilities from the outset. When tasks, goals, and responsibilities are clearly defined, the micromanager or project supervisor may feel more confident in the team's ability to achieve objectives without constant interference or direction.
3. Maintain Your Outputs: Micromanagers may continue to worry about the team's efficiency and project completion capabilities. Therefore, try to consistently deliver high-quality work, adhere to deadlines, and exceed expectations whenever possible. This can demonstrate your ability to manage work without continuous supervision.
4. Learn from Feedback and Guidance:Seek feedback on your work, and instead of waiting for advice, take the initiative to ask for meetings to discuss tasks and listen to different opinions regularly. This can help increase your self-confidence, improve your performance, and thus reassure your supervisor about your ability to shoulder responsibility and complete tasks.
5. Speak Confidently About Yourself: Some micromanagers may not have a complete understanding of the skills and experiences of team members. It's acceptable to share your relevant experiences or skills related to the ongoing project, illustrating how you can contribute to the team's success. This can help your manager know you better and understand your capabilities and experiences.
6. Set Boundaries: Establish boundaries and a clear mechanism for communication, task requests, and guidance in a gentle manner. This can help create your own space at work, which enables you to organize your tasks and priorities while maintaining the quality of your output without being affected by any additional tasks or requests.
7. Suggest and Express Your Opinion: You can suggest and express your opinion, such as asking your manager to delegate some tasks to other team members. This can help the team become more engaged and reduce constant interventions in guiding employees, aiding them in delivering outstanding and suitable results for the management's expectations.
8. Seek Help When Needed: Connect with relatives or friends who have faced similar challenges with micromanagers. Ask them about their experiences and how they dealt with such managers. Read and share ideas and strategies that you have recently learned or implemented. Support each other in dealing with these common challenges in the workplace.

In conclusion, dealing with a micromanager requires a mix of patience, strategic communication, and proactive steps to alleviate their concerns about employees and their work execution methods. By understanding their thought processes and the causes of this tension, you can contribute with solutions and suggestions that can turn working in this organization into a valuable opportunity for development, growth, and continuous improvement.