Working with a micromanager can be one of the most demoralizing and frustrating experiences imaginable. You feel their lack of trust from a mile away and over time, start second guessing your every action.

Working with someone who likes to be in constant control is not easy. Managers micromanage when they feel insecure about their level of accountability regarding the outcome of your work. They may be over-achievers and be under intense pressure to be perfect (self imposed or superior imposed).

The best strategy when you notice micromanagement rearing its ugly head is to communicate, communicate, communicate and listen, listen, listen. To build your manager’s trust may take time and a lot of cc’ing. Carefully listen to their comments to find out how they want things done – especially if they mention pressure from upper management. Your manager needs to have proof of your abilities. Over time, they should be able to give you clearly defined expectations and outcomes and then let you determine the best road to get there.

If the micromanaging continues after an initial trust-building phase then it is time to ask some key questions of your manager. Be open to whatever they have to say as you need to have the attitude of discovery and cooperation. Instead of focusing on what you already know, focus on what your boss can teach you – if you let him/her.

KEY QUESTIONS:

1. What is the end result you are looking for?
2. Is there something about my performance that you find hard to trust?
3. Can you coach me to show me how you’d like it done?
4. I realize this is not the way you would approach this. Do you think that it will get the end result you are looking for? Why or why not?
5. When X happens, it erodes my confidence. What can I do to prevent this from happening in the future?

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Do you have questions or comments regarding this article? Email Joni Rose at joni@careerminded.ca