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Chief
How high up are you? I was at a conference where panelists were discussing micromanagement, and a lot of it has to do with no real process in place at all department or company level.
I started to look through that lens and it changed my perspective on this.
I thought you said how high are you.
I was managing a high performing AE a few years back and I was micromanaging without even realizing it. When she told me several examples of things that made her feel like I was acting this way…. She was right. We were able to work through it and we ended up having a great working relationship.
If you’re 3 seconds from quitting, why not give this a shot? Tell them how you’re feeling. Tell them what you want to own. If it is still an issue, then make a move. But communicate, that’s the first step.
Chief
It’s good to hear this. But in my experience most people who micromanage aren’t open to feedback and never change. Glad to know there are exceptions.
I was in your shoes once. High performer, small agency, CEO (also design background) micromanaged everything, didn’t allow me to present works to clients, showed my works to clients (which clients loved) and said the work was from another team member, and even made me report 15 mins of “grabbing a coffee downstairs” on Fridays. I knew it was either they fire me or I quit so I started quiet-quitting and got other freelance projects until they officially let me go.
Micromanagers often act out of anxiety and insecurity. What is going on above your boss? That will give you some insight. (They might be under the microscope and that crap is rolling down hill onto you).
Watch your back. High performers threaten weak leaders. Weak leaders throw people under the bus to avoid blame and project their weakness on you or worse get you fired by citing things that are their fault as caused by you.
We have that here too- same thing- insecurity etc. If you’re on the verge of quitting anyway, maybe it’s worth a conversation and bring 3 examples.
I'd encourage you to talk to them about it. Their job is to support you and get the most out of every employee. If they realize how they're managing you is not allowing you to reach your full potential - that should signal to them you have a shared interest and their "likely" desire to look good will lead to them adapting their style a bit to see if it works. Maybe in the end you'll both be better off. Then it'll help them actually become a better manager and help others in the same way.
Without saying it directly, make them realize it is their job as your manager to manage you effectively. Sounds like that's not currently happening. Don't be defensive and don't be confrontational. Just say you have something you want to discuss related to your career growth. Take control in that way.
If they aren't able to actually listen I'd look into other open positions either at your agency or elsewhere. I've had both good and bad managers. I've learned both what to do and what not to do. But your path is your path. Just don't be too passive and assume your manager knows how you feel. They may be an unaware person with low empathy.
I was in the same situation and found a new job lol
I was in a similar situation last year (after a great performance review) and ended up being put on a PIP and let go. Company had multiple rounds of layoffs and cut a lot of high paid employees.
I hope your situation is different but definitely sounds like there's some things brewing behind the scenes that you may not be privy to.
This is rarely a one-sided issue. What would your manager say is your biggest challenge? Self-reflect and if it’s truly the manager, try delivering what they are asking for, without questioning it, for 6 weeks and see if the situation is the same. If it is, your manager will not improve and you’ll be validated in your thoughts.