Micromanagement, meaning an excessively intense level of control over employees’ work by their manager, can have numerous negative consequences. These range from reduced team productivity and increased employee stress to hindered growth, lack of learning opportunities, and limited autonomy. What can you do if your manager is a micromanager? Here are several practical tips.
Clarify mutual expectations with your manager
According to FastCompany, it is essential to clarify mutual expectations with your manager. Your supervisor may not even be aware that you aspire to work more independently. As a first step, it is helpful to have an in-depth conversation about what both of you expect from your work and your professional relationship.
Ask for broader context along with the task briefing
The next time your manager assigns you a task or project, do not settle for a brief, task-focused description. Instead, request a broader explanation of the context. Why is this task necessary? Why is it important to follow the specific approach proposed by your manager? And why is the deadline set as it is? Once you understand the background and rationale behind the assignment, you will be more capable of working independently.
Have an open conversation with your manager and ask how to earn their trust
The tendency of your manager to micromanage may stem from a lack of trust. Arrange a conversation to understand what might be causing this lack of confidence and what specific actions you can take to gain or rebuild that trust.
Propose a new structure and organization of your work
Be honest and explain that the current method of task assignment does not work well for you. At the same time, suggest a new structure for your working relationship. Offer clear and practical examples of how your work could be organized differently in the future to increase both efficiency and mutual satisfaction.
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