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Micromanagement is about power, not about necessity.
Sometimes micromanagement is about trying to correct poor performance. If they micromanage you, and only you, it is probably a “you” problem. If they micromanage everybody, it’s a “them” problem.
Could be sexist, racist, or religious beliefs motivated.
Yes. By a Boomer partner, FWIW, who was not well respected by his peers but got away with it anyway, because circle the wagons. I left the firm not long thereafter, went in-house, and never looked back.
Consider having a discussion with the person or with one of that person’s pears or someone that person will see as an equal. Maybe there is absolutely nothing that you can do or change, but it certainly does not hurt to reach out and say hey I’ve been practicing for 10 years and I appreciate input and feedback, but felt micromanaged. I’d like to talk about it. We can all learn something from everyone. Maybe this person genuinely thought they were helping and they are not good at communicating suggestions. Maybe, with respect, they saw a better way to handle something. Maybe reaching out to them would establish a bond and help you long-term, particularly if the person that you feel micromanaged, you is in a position of authority in the firm.
Yes, by my ex wife.
So the solution is to fire them?
Not quite micromanaged, but definitely upstaged. Working with someone now who can't help but insert themself into projects I am handling. While they say they trust me implicitly, they jump in and take over every situation that gets even the slightest bit challenging. I feel it's negatively impacting my growth and have let it go for a while, but am thinking I need to address it in a candid conversation for it to get better. I think they think they are helping, without realizing it is actually pretty frustrating and not helpful. It may be a similar situation for you.
It happens. Get out. It will not get better.
Micromanagement can be a habit. Perhaps a talk with the micromanager could suggest that you don’t need such close “supervision” where there haven’t been instances of low performance. If the situation continues, move. Micromanagement makes one defensive and can inhibit creativity and progress.
In my experience micromanagement is often (not always) because of poor performance/poor project management. Most partners would love someone else to do their work
Give them a reason not to micromanage. Take control of the project
Yeah I see it more as a symptom of anxiety/perfectionism most of them time. They might eventually let off the gas once they’re confident you’re going to execute exactly as they want like a monkey, but they’re not really going to let you find your own path/develop your own learning curve along the way. A poor performer may be more likely to stop getting staffed entirely, rather than micromanaged.
I had it happen in-house - our GC finally retired and it took my about a year to realize and then recover from how unhealthy it had been and re-learn what it was like to not live under that kind of garbage. Never again.
It’s all about POWER. The same with having people RTO.
Yes going through it now from someone who is trying to hide incorrect actions and decisions and on a power trip. The struggle to do the right thing while facining retaliation is toxic
Yes. I’m a litigator and whenever someone in the business group asks me to work on something for his client he’s constantly up my butt. Despite the fact that he always brags that he’s never been to court in his life.
I’ve seen it happen at my firm. Not in my group, but someone else in another dept. it was kind mind-boggling to witness. The person who micromanaged is Gen X so they are a little more old school, so there’s that.