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Best way to give feedback to a peer? There’s another M on my project who is super micro-managey to a fault and is killing staff morale. Has anyone dealt with this? The other M has more tenure as M than me if that even matters.

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As a junior that has worked under 2 managers on one project with this exact dynamic, please offer feedback to the other one . Us lowly people will thank you!

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Agreed I my first engagement was with 3 senior managers, 1 manager, and me 2 weeks into consulting. That role was a living nightmare and I used actually be so stressed I had constant bad dreams about failing at work. Only on SM was nice to me the rest of them picked me apart and lowkey yelled at me for not picking up on lingo day one of the job.

If you’re asking how to start the conversation, ordinarily I would go out to happy hour / coffee / lunch to do this since it makes things more casual and I think less like you’re giving them formal feedback and risk them thinking you’re high and mighty.

Regardless, I would probably start by soliciting feedback about me from them and hoping they ask the same of me (you might learn something about yourself here too). If they don’t ask back, then you can suggest morale seems low and “brainstorm” ideas of how address together at which point you can suggest the team should get more freedom to make decisions and doesn’t need hands on management as much.

Could it be they don’t think you’re involved enough and are compensating? I’m obviously just making that up without knowing the details but there could be something triggering it from their end that they need your help with(?) which is driving my suggestion to “collaborate” on addressing the morale issue.

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Be honest and tell them. I love peer feedback because I know they can’t truly hurt or help my ratings (no loop or snapshots), so it’s usually honest.

helpfullike

Could ask them what their goals are- if they’re finding balancing everything is working- if they identify goals, discuss how growth requires letting go of some of the details because they need other people to do work in order to achieve their goals.

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Have been in this situation. Depending on how bad it is, you may need to share with the Partner. I did that and the Partner had no idea it was happening, since it was mostly invisible to them, but then took action immediately (in this case they had to remove the Manager bc they were toxic, but in less extreme cases could have provided coaching). Need to be delicate about it but as a Manager you can’t sit idly by.

I am an M, I am lenient and let people run the show once comfortable with their work. When I become a micro manager, it’s due to specific situations 1) if a team member demonstrates low performance and loses my trust 2) tight deadline 3) client complaint. Make sure you know what they are dealing with

Completely agree with this. But at the same time, I would want to know that’s the situation as the junior and use it as a learning opportunity. (Should fill in the other manager as well)

I would almost certainly talk to them directly and only involve leadership if necessary(or if it’s particularly bad). With that said I rarely work around people that I can’t have that sort of open conversation with so maybe I’m a bit skewed.

What to do when partner is like that

You have to be straight with micromanagers. That’s how they understand that it’s not okay

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