3 signs you’re being micromanaged and what to do about it

Micromanagement can be defined as the over-involvement of managers when it comes to things like an employee’s work, schedule and decision-making. As a result, the employee might feel they have lost their professional autonomy, leading to a decline in creativity and overall confidence. In this blog, we discuss the common signs of micromanagement, as well as how to address it successfully. 

What are the common signs of micromanagement? 

1. You have no freedom 

Is there an unrealistic expectation to run every task past your manager before making a start on it? Do they demand to be CC’d in on every email? Are they relentless when it comes to asking for updates? 

If this lack of freedom sounds familiar, then you could be a victim of micromanagement. Remember, it’s not because you’re not good at your job so don’t let this kind of behaviour knock your confidence. 

2. Difficulty delegating

When your manager takes the saying “If you want something done, do it yourself” too seriously, then there’s a problem. If you find that your manager often takes over work that you were employed to do in the first place, then they are definitely guilty of micromanaging. 

3. Rarely satisfied 

If your manager is constantly criticising your work to the point where you feel like you can’t do anything right then the likelihood is: it’s not you it’s them. While it is always good to strive for perfection, managers who haul you up on trivial errors (such as a typo in an internal email) are only wasting company time in the long run. 

This definitely sounds like my manager…what should I do? 

Managing a micromanager is a delicate matter but ultimately it is something that needs addressing for both the company’s sake and those under their management. Here are a few approaches that might help:

• Build trust – Sometimes, those who micromanage don’t even realise they’re doing it. This is usually because it was born from a place of distrust – perhaps due to issues with a previous team member or simply because are the type of person who likes doing everything themselves. By building trust with your manager and showing them you are capable of getting the job done, without the need for excessive guidance/observation, they will likely ease off on the micromanagement. 
• Be honest – We know it’s hard, but sometimes having difficult conversations can make your life at work a lot easier. Politely explain to your manager that you would like to have more autonomy in X area as it will help you feel like a more serious member of the team. It may also be worth establishing boundaries and expectations so that everyone is happy and on the same page.
• Take matters to HR – If you find that your manager is unwilling to change their behaviour/cannot grasp the impact it is having on your mental health then it’s time to take matters to HR. Of course, this is the worst-case scenario but sometimes it is the only option that will achieve positive change.

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