top of page

5 Ways to Enhance Your Relationship with Your Micromanaging Manager

Your manager can offer you particular guidelines when you want some help or answer queries during your to get them. Unluckily, this is not how a lot of bosses can work. Usually, you could finish with the micromanaging manager who is particularly looking over the shoulder. In short, this post will show you all five working tips to enhance your relationship with your manager.

1. What is a Micromanaging Manager?

A micromanaging manager (or micromanager) is a boss or manager who gives excessive supervision to employees. A micromanaging manager, rather than telling an employee what task needs to be accomplished and by when—will watch the employee's actions closely and provide frequent criticism of the employee’s work and processes.

Micromanaging Manager
Figure 1. Micromanaging Manager

2. Understanding Micromanaging Manager

Micromanagement is a type of leadership that may achieve results in the short term, but it is detrimental to employee and business morale in the long run. Micromanaging typically has a negative connotation since an employee may view a micromanager to be condescending towards them owing to a perceived lack of trust in the employee's abilities.

A manager who uses this management style also creates an environment in which their staff develops insecurity and a lack of confidence in their performance. The team may struggle to function in the absence of the manager.

A micromanaging manager would often spend the majority of their time overseeing the work of their direct reports and inflating the importance of minor matters to subordinates; time that could have been spent on more essential tasks. Although others in the business can identify micromanagement, the micromanager may not see themselves as such.

A macro-manager's management technique is more effective than that of a micromanager. Macro management assigns broad responsibilities to direct reports and then leaves them alone to do their work. Macro managers are confident that the team can accomplish the same work without being informed of the procedure regularly.

3. Signs of Micromanaging Manager

Micromanaging manager characteristics include, but are not limited to:

  • Requesting to be copied on every email

  • Taking on more work than they can handle by occupying themselves with the work of others because they feel they can do it better.

  • Looking over the team's shoulders (both physically and metaphorically) to see what each member is working on and asking for updates on where things stand

  • Always wanting to know what each team member is working on

  • Delegating not just what must be done, but also how it must be done, leaving little space for the team to take initiative.

  • Never be happy with the results

  • Concentrating on unimportant details

From the above list, it is clear that a micromanaging manager has difficulty achieving deadlines since work must be performed repeatedly and important time is spent obsessing over insignificant minutiae. Team members eventually feel irritated and resentful since their effort is undercut at every level and they have little control over how a project is conducted. The micromanaging leadership style is unproductive since team members' abilities and growth on the job are limited.

4. How to deal with a micromanaging manager

Understanding how to cope with a micromanaging manager might help you strengthen your connection with your manager and feel more at ease when contacting them regarding work. Knowing how they work and what makes them respond might help you avoid certain scenarios. Here are some basic actions to take when coping with a micromanaging boss:

4.1. Ask for feedback

If you ask for input every month, your manager will notice your desire to improve. This might be the first step in ensuring your management that you intend to listen to their advice and implement it in future initiatives. Schedule weekly meetings to discuss company improvements such as project standards and how you can satisfy your manager's expectations. If they observe your consistent efforts month after month, they may be more willing to let you work alone.

Ask for your manager's feedback
Figure 2. Ask for your manager's feedback

4.2. Look at their perspective

Understanding your manager's point of view and why they would micromanage your team members may be beneficial. Your manager may establish tough long-term objectives or have a strong desire to succeed in the corporate world. Consider how people will react, especially during busy seasons in the business. You may also meet with them to find out more about their point of view. You can ask questions such as, 'When would you want to be updated?' and 'What do you aim to achieve with this project?' This can help you better comprehend them.

4.3. Set rules

Speaking with your management about the project rules may comfort them with your expertise and capacity to accomplish it on your own. Use the next two hours to convey your comprehension of the upcoming project and to ask any questions that may appear impressionable. Remind them of your duties and when you anticipate completing them, since this will exhibit your organizational abilities. Setting these ground rules ahead of time eliminates the chance of them micromanaging the team.

4.4. Give updates

A micromanaging manager may examine employees' work to reassure them of their progress. Providing them with frequent updates on specific initiatives will help them relax. You may compose a report, construct an email, offer documents, and discuss it with them in person or at team meetings. Updating them as often as feasible will help you create confidence with the manager and prevent future micromanagement.

4.5. Understand their motivation

Attempting to understand their motive and what is significant to them may assist you in adhering to their requirements. They may establish ambitious goals for the team and seek to attain them within a specific time frame. Understanding their major focus will help you be more productive and adapt to their long-term goals. Discussing their judgments can foster an open dialogue about employee expectations.

5. Five useful hints to improve your relationship with your boss

Tips to enhance the relationship with your manager
Figure 3. Tips to enhance the relationship with your manager

5.1. Assess if the constant corrections are essential

When being corrected or guided might feel strange, sometimes you want it. Can your manager ask you about what you are doing since you are regularly browsing online? On the other hand, the fact is other staff wants to be strictly controlled since they could not stay on assignment, or can not perform to the level their paychecks could recommend. When the manager is in the situation, assess our task habits, and realize if you want to create other corrections.

5.2. Clarify what is most crucial to your micromanaging manager

Regularly, the boss concentrates on stuff that you can not suppose are vital. In other words, a manager could claim the lines’ width for your spreadsheet or need you to supply the office stuff in a specific order on the desk.

Those items are not essential to you, but they are particularly crucial to your manager. You might defeat those items and keep them miserable. It can be ridiculous, but for items that could not matter, you can defer to your manager.

5.3. Do not ask “How” or “What”

Bosses frequently focus on how items get done, not that they can finish. As usual, save yourself the pain of asking “How” in the early stage of the campaign. It could be quite clear to you that the suitable steps are sorted from A to D.

Sure, you can push back if it is quite strange, but if it is distinctive more than what you can do, move towards it, and do it positively. As soon as you have shown your achievements, you might use one of the basic steps to ask if you could control how yourself.

5.4. Bosses could be convinced if you prove your performance

In reality, you can do it if you try to persuade your manager about how good your performance is. If your manager approves, you should work harder than you have operated before. Keep in mind that you should not mess up and you obtain an opportunity. Keeping attention to the annoying quirks which your manager cares about is crucial.

Demonstrate your competence in front of your boss
Figure 4. Demonstrate your competence in front of your boss

5.5. Keep honest

Usually, your managers do not understand that they are being overborne. It is particularly the circumstance with new bosses who are not satisfied with the management role. A single thing that a new boss understands that he or she can do is to let all staff know what they can do and monitor them.

Next, your manager can show you thanks for making them understand. Do not frame your expectations for less supervision when you are bad, but as a good need that you get. Managers are regularly fond of doing what can carry about great outcomes and that field is no exception.

Closing Ideas

You can follow all five working tips above to enhance your relationship with your micromanaging manager. Lastly, stay calm and share it with your close friends so far.

Source: Internet

Get top-notch Staffing and Payroll solutions from TSC in Asia. Our services, including Staffing and Payroll Outsourcing, BPO/RPO, and BOT model, enable businesses of all sizes to hire and operate cost-effectively. Since 2018, our recruitment team has provided candidates in diverse fields catering to specific client needs, from junior to management positions.


bottom of page