Micromanagers are individuals who exhibit a controlling behaviour in the workplace. They often feel the need to closely oversee every task and decision, even those that should be delegated to others. Working under a micromanager can be challenging and frustrating. It can feel like a helicopter is hovering around your workspace 24/7. Recognizing the signs can help you navigate this situation effectively.
Another word for micromanaging:
Another word for micromanaging is “overcontrolling” or “overmanaging.” These terms describe the behavior of excessively controlling or closely supervising every aspect of a task or project.
Here are some signs of a micromanager in the workplace:
Ten signs of a micromanager in the workplace
1. Controlling Every Detail:
Micromanagers tend to control every aspect of a project or task, from the big picture to the smallest details. They may insist on approving every decision and making changes even after tasks are completed.
2. Lack of Trust:
Micromanagers often struggle to trust their team members to perform their jobs competently. They may constantly check in, ask for updates, and even redo work that has already been completed to their satisfaction.
3. Inability to Delegate:
Instead of empowering their team members, micromanagers prefer to keep tasks and responsibilities to themselves. They show traits of autocratic leaders. They may fear that others won’t meet their standards or that they’ll lose control over the outcome. The inability to delegate also has an impact on time management. Why waste precious time on micromanaging your team when you could be allocating that time to strategy and productivity?
4. Need for Constant Approval:
Micromanagers seek validation and approval for their actions and decisions. They may constantly seek praise and reassurance from their superiors, colleagues, and team members.
5. Monitoring and Surveillance:
Micromanagers tend to monitor their team members closely, whether it’s through excessive emails, phone calls, or checking in frequently. They may also resort to surveillance tools to keep tabs on their employees’ activities.
6. Unwillingness to Listen:
Micromanagers often have difficulty listening to others’ ideas and perspectives. They may dismiss suggestions or feedback from their team members and insist on their own way of doing things.
7. Perfectionism:
Micromanagers have a strong desire for perfection and may set unrealistic standards for themselves and others. They may nit-pick over minor details and expect flawless results every time. They may schedule meetings unnecessarily and frequently and expect reports to be long and drawn out to the tiniest detail.
8. Fear of Failure:
Micromanagers are often driven by a fear of failure. They may feel personally responsible for the success of a project and believe that any mistakes reflect poorly on them. They are almost never satisfied with results and they tend to set unrealistic deadlines. You will often hear them say that if they want the job to be done correctly they should do it themselves!
9. Lack of Autonomy:
Micromanagers tend to micromanage because they have a deep-seated need for control. They may struggle to delegate tasks or give their team members the autonomy they need to excel.
10. High Turnover Rates:
One of the most telling signs of a micromanager is a high turnover rate within their team. Employees may feel frustrated, demotivated, and undervalued, leading them to seek opportunities elsewhere. They are so wrapped in themselves that they cant even see the signs of an employee quitting.
How to Tell a Micromanager to Stop
- Communicate Openly: Express your concerns to the micromanager in a respectful and non-confrontational manner. Let them know how their behaviour is affecting your productivity and morale. Use “I” statements rather than any criticism towards them.
- Set Boundaries: Establish clear boundaries with the micromanager and assert your autonomy when appropriate. Politely decline unnecessary check-ins or requests for updates if they interfere with your work.
- Offer Solutions: Instead of just pointing out the problem, offer potential solutions to address the micromanaging behaviour. Suggest ways to improve communication, trust, and delegation within the team. Emotional intelligence is key here.
- Seek Support: If the micromanaging behaviour persists, seek support from HR or higher management. They can provide guidance and intervene if necessary to address the issue. Remember, if you’re having a bad day, don’t quit. Take a break.
Is Micromanaging a Form of Bullying?
Not really, because there’s no real intent. It’s more about the insecurities and low esteem of the person rather than targeting individuals.
Micromanaging can sometimes be perceived as a form of bullying, especially if it involves excessive control, manipulation, and intimidation. It can create a hostile work environment where employees feel disempowered and undervalued. However, not all micromanagers intend to bully their employees, and their behaviour may stem from insecurity or a lack of trust rather than malice.
How to Deal with a Micromanager
If you have the patience and willingness to continue working in your role, here are some steps to deal with a micromanager. Remember not to take things personally. A micromanager is more about them and less about you.
- Build Trust: Take proactive steps to build trust with the micromanager by demonstrating your competence, reliability, and professionalism.
- Seek Feedback: Solicit feedback from the micromanager regularly to show that you value their input and are open to constructive criticism.
- Focus on Results: Emphasize the results of your work and how it contributes to the overall success of the team or organization. Highlighting your achievements can help alleviate the micromanager’s need for constant oversight.
- Stay Calm and Professional: Maintain a positive attitude and professional demeanour when dealing with the micromanager, even if their behaviour is frustrating. Avoid reacting emotionally or becoming defensive, as this can escalate tensions further. Remember, communication is not just about words. Non verbal communication and adaptors convey messages as well.
- Know When to Escalate: If the micromanaging behaviour becomes intolerable or negatively impacts your well-being, consider escalating the issue to HR or higher management for intervention.
Summing Up
Micromanagers can hinder productivity and morale in the workplace with their controlling behaviour. By recognizing the signs of micromanagement and employing strategies to address and navigate this behaviour effectively, employees can mitigate its impact and foster a more positive work environment.
