Understand the Cause
There are several reasons why a boss may micromanage. None of them is an excuse for this behavior, but knowing “the why” may help you in dealing with them. Basically, this kind of person is a control freak. The need for control can come from a lot of different areas, the principal one being fear. Are they getting a lot of pressure from their boss to produce at a certain level? Are they feeling the stress of a competitive workplace? Whatever it is, knowing this can help in resolving the issue.
Maybe part of the cause is yours or your coworkers’ behavior. Examine your own work. Have you been turning projects in late? Are there things you’ve relaxed on that you need to tighten up? It could be that your manager took the fall for a project that you or one of your coworkers were responsible for. First, be willing to check your work and habits, and if you’ve got an area for improvement, start there!
Are you constantly reminded to do things that are on your regularly scheduled to-do list? Get ahead on some of those, so that when you’re reminded of them, you can go ahead and tell your manager you’ve already completed it.
Communicate with your coworkers what you’re trying to do. If you’re all working to show that you can do your jobs well, this will help your micromanager understand that they don’t need to be controlling.
You can also keep track of what you’re doing so that if your manager asks you about it, you can show them right then and there. This may also help if they require updates on what you’re doing. By showing that you’re aware of what you’re supposed to be doing and that you’re getting it done, you’ll boost their confidence in your abilities.
Talk to Them
It may come down to confronting—in a gentle, respectful way—your manager about this issue. This can be very difficult to do, especially if you’re in a workplace where you don’t know your manager well. If possible, try talking to them and letting them know how their actions are affecting you. They may not even know what they’re doing.
If you can’t necessarily approach them in that way, then see if you can’t get them to agree to letting you work on a project on your own—without any outside interference. Let them know that at the end of the project you’d welcome a meeting with them. Then you can talk about what you did well and what needed improvement. When you excel, your manager will see that you, at least, don’t need such constant supervision.
There’s no easy way to deal with micromanagers, but it can be done. If you’re willing to put in the work, you may be able to help change their attitude towards you and lose those micromanaging tendencies.
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