How do you deal with a micro manager?

likesmart
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Micro explain till they lose interest and build trust

likefunnysmarthelpful

1) I would set expectation for your working style and talk about how that aligns with your managers working style. Agree on what works

2) Constant/consistent communication. I recommend giving updates on progress frequently and begin to anticipate repeat concerns. Always start of with actions and solutions before raising risks.

3) hopefully you have someone else on your team who has your back who you can talk to (if the other person is more senior then you can pass your feedback to the Sr manager to address with the micro manager if you are not comfortable addressing it in #1)

likehelpful
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I cc'd my micromanager every email I sent and over communicated to a point she told me to stop

likefunnysmart

Haha 😆

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Bring a knife to your 1:1 meetings with them, and wave it around from time to time.

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It’s always women that micromanage to the Nth degree 🤦🏼‍♀️ I’m just actively making sure I don’t become that kind of manager. Ugh ladies...why are we doing this?

likefunny

Some times I wonder if it psychologically is more likely to happen across genders. Like a woman being a micromanager to a man and nice versa. Unpopular opinion likely, I think that women are capable of being way meaner than men. I’ve had bad bosses on both sides, I can always deal with the men and get through it, but the few bad female bosses I had were truly horrible to work for.

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Talk down to them

likefunny

Question every decision/request and counter with a better one

likesmart

I’d take a moment to reflect. Sometimes the manager is micromanaging. Sometimes there needs to be trust established. Sometimes there is a performance issue. I will also comment that “micromanager” IS the first accusation I get when someone isn’t performing and they are going through coaching. I’m not saying that is you, but take that moment to reflect. Also, keep in mind that your leaders are responsible and accountable for your work. If they are a good leader, open a dialogue, be open to feedback, and better understand how you can build trust and where you need communicate better and manage up. If they aren’t a good leader and you feel you’ve exhausted the feedback cycle, focus on the work and get to the next project. There are always going to be people you rub with and this won’t be the last time you have to figure out a working relationship.

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Completely agree, just one aspect to consider in addition: if you are new to the project and haven’t worked with the Manager yet it might take some time to find the balance. Or the timeframe is really tight that there is not much space for many iterations.

Search “will skill matrix” and ask yourself what you are doing that has led them believe you need hand holding.

Right or wrong, control what you can.

Sometimes a minor change in optics can result in dramatically different interactions.

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You will notice further in your career that micro managers don’t go ahead too far in their career because there’s not much room left to develop if you don’t trust the people you work with or micromanage every little thing unless you’re Jeff Bezos ( which 99.9% of people working in corporates aren’t that visionaries) It’s another thing if your manager just wants to be kept in the loop and another one if they constantly bug you with small details. I had my fair share of micro-managers. The best advice I can give you is that you need to manage up and down. Set up your expectations right away and don’t work to please your manager. Also don’t be shy to challenge your manager’s point of view. The sooner you establish this, the better your working relationship will be. Some people are abusive because they sense the desperation to please them...

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Over communicate

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Ignore them and look for other jobs 😂

likefunny

That’s what I did.

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Squat down

likefunny

Underrated comment

Meditation and deep breathing

likesmartfunny

I had a micromanaging M he is SM now and I am M, he still micromanages, I need therapy and yoga to with him

likefunny

Definitely do not use a standing desk

likefunny

In my case it was a man that was micromanaging...and i’m a man. But he was younger and I was a bit older. He decided as a senior analyst, i should plan out the next 3 years of implementations for our work on the project. I was also writing up all of the project deliverables, getting them approved, etc etc. i was also involved in team trainings, mentoring, etc. now this was all good and all and i took it in stride. He wanted like daily updates even into the night, which to me was my sacred time to unwind. After about 3 months of him just loading me up with work to do, i was done. I saw what he was trying to do, he was trying to get me to fail, so i would get bad performance review. Not like he made it a secret. So i reached out to my network, and found a project that had an ‘urgent ‘ need for my skills.i was gone in 2 weeks. Never looked back.

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I am on H1-B, so I stayed 1.5 year before I moved to another company. I got 68% raise in salary.

I have worked with a couple of micro managers, my advice would be to not raise the expectations. Set the bar low and set boundaries. Best case, change your team as soon as possible. Toxic managers do more harm than good in the long run.

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Piss on their shoe to establish dominance.

Seriously though, bury them in information and questions, ask them to make a decision on every detail. Basically wear them out until they bug off.

likefunny

Not a solution but a hint to find one. They always introduce themselves by saying “I am not a micro manager”....Just stay away from them when they start with that sentence

funnyhelpful

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