Are you dealing with a micro-manager?

Tips for navigating micro-management, building trust and autonomy.

There are some wonderful managers out there. But every now and then you might find yourself working with the dreaded Micro-Manager. (You might even find yourself BEING a micro-manager but that's the topic of another blog post.)

In my work coaching leaders at every level, this is a conversation topic that comes up frequently. If you find yourself in this position, I want to share some tips to help you successfully and constructively navigate your way through.

1. Understand Their Motivation

• Micromanagers often act out of fear of failure, perfectionism, or a need to feel in control. In other words, it's often more about them than about you.

• Try to understand the underlying reasons behind their behavior. Recognizing that it may not be personal can help you remain patient and proactive.

• Get curious about their concerns, goals and priorities. Ask if there is anything you could start, stop or continue doing to support them in their goals.

  
  

2. Communicate Proactively

• Keep them in the loop by providing regular updates before they ask. This can reduce their need to constantly check in on you.

• Set up scheduled check-ins (daily or weekly, depending on their level of comfort) to give them the reassurance they need while creating boundaries to prevent constant interruptions.

  
  

3. Ask for Clear Expectations

• Clarify goals, timelines, and deliverables from the outset. The more clearly you understand what they want, the easier it is to deliver exactly what they’re looking for, which may reduce the urge to micromanage.

• Repeat back instructions or key points during conversations to ensure you're on the same page. This can also help cut down on misunderstandings and excessive follow-ups.

  
  

4. Document Your Work

• Keep a detailed record of your progress and communication. Documenting your tasks and updates gives you a clear reference to show that you're meeting expectations, making it harder for your manager to justify over-involvement.

  
  

5. Build Trust Gradually

• Start small by requesting more autonomy on less critical tasks. Once you prove your capability, you can gradually negotiate more independence.

• Acknowledge their expertise when appropriate, showing respect for their insights, which may help them trust you more.

  
  

6. Anticipate Their Needs

• Try to anticipate what they’ll ask for and provide it ahead of time. This can minimize their need to check up on you and show that you’re on top of things.

  
  

7. Be Solution-Oriented During Conversations

• If you feel micromanaged, try approaching your manager with a solution-focused mindset. Instead of just raising the issue, offer ways that you could work more independently while still keeping them informed.

  
  

• For example, you could say: "I notice that you check in often about Task X. Would it work if I provide an end-of-day summary instead? That way, I can focus on completing the work without interruptions, and you’ll get the updates you need."

  
  

8. Set Boundaries Respectfully

• Politely assert boundaries by suggesting methods that would help you work more efficiently. For instance, if they interrupt your work frequently, suggest focusing on specific times during the day for feedback rather than throughout the day.

  
  

• Say something like, “I want to make sure I’m focusing on delivering my best work. Can we set a time each day where I provide a full update so that I can have uninterrupted time to concentrate?”

  
  

9. Use Empathy to Connect

• Acknowledge their concerns and show that you’re invested in delivering high-quality results. This can reduce their anxiety about needing to oversee every detail.

• Ask them what concerns they might have about the project. Showing empathy can help ease their fears and open a productive dialogue.

  
  

10. Seek Feedback and Offer Feedback Gently

• Ask for feedback regularly to show that you’re open to their input, but also look for opportunities to give constructive feedback about how micromanagement impacts your productivity.

• Frame the conversation in a positive way, focusing on how slight adjustments could benefit both of you. For instance, “I’ve noticed I work best when I have uninterrupted blocks of time. I’d love to try this for a few days and provide you with a more comprehensive update at the end of each day.”

  
  

11. Involve Others When Necessary

• If the micromanagement persists and negatively affects your performance, consider speaking with HR or a senior leader or mentor for advice. Be sure to have specific examples of how the behavior is hindering your work and suggest possible solutions, rather than just complaining.

  
  

12. Maintain Your Confidence

• Constant micromanagement can make you doubt your abilities. Remind yourself that the micromanager’s behavior is more a reflection of their management style than your competence. Focus on delivering good work and managing the situation professionally.

• Reach out to your trusted colleagues, friends and loved ones for a reality check and reminder of your strengths if your confidence is being impacted.

  
  

13. Know When to Escalate or Move On

• If you've tried multiple strategies without success and the micromanagement is affecting your well-being or career growth, you may need to escalate the issue to higher management or consider seeking a role elsewhere.

  
  

Final Thought

Dealing with a micromanager is about balancing assertiveness with empathy. By communicating openly, setting clear expectations, and building trust over time, you can often reduce the need for micromanagement while creating a more positive and autonomous working environment.