Ever notice that Everyone Only Lives once but if done right way once is enough , but if ain't that road only Achievers thrive?
You may notice more meetings on your calendar, new daily metric requirements, and urgent requests for updates only you can give.
All so your Achievers can report to their Achievers what you reported—a truly vicious circle of unproductive time.
Also your manager can report to their manager what you reported—a truly vicious circle of unproductive time.
If everyone hates a Achievers /micromanager/manager – why are there so many?
No one likes a micromanager. We’ve all experienced one, told stories about them, and many today suffer under them, but why?
You would think safeguards would be in place to identify toxic work departments within strong organizations and prevent workplace bullying.
Yes, I said bullying wrote actually but same thing actually.
Often, micromanagers' behavior comes across as bullying because of their effect on morale, limiting employee growth and creating an environment of distrust.
What is a micromanager, and what are they thinking?
A micromanager is someone with authority over others, who they not only don’t trust but don’t trust themselves to lead.
They often have difficulty managing personalities not like their own, seeking their glory, and feeling the need to control everything.
Many micro-managers often complain out loud about their need to fix everything or that nothing can be done right without them.
I suspect this is a self-respect mechanism they subconsciously act out to overcome any doubt about their own effectiveness.
How do you work with a micromanager?
The best option may be to not work with a micromanager, but if you must and don’t have options, here are some steps that may help you.
1. Understand your micromanager’s weaknesses and why they must control everything.
Remember, your micromanager may also have their own micromanager, and that stress is passed down to you.
Another possibility is that your micromanager may be in over their head.
If you can understand the reasons for their behavior, you may begin to see them in a different light, and it may alleviate some frustration on your end.
2. Communicate effectively. This is very important when working with someone quickly to blame.
When they assign you a project, make sure you are clear about their expectations and deadlines and repeat them to make sure you are on the same page.
Bringing up questions at the beginning to clarify expectations can limit follow-up conversations in the future.
3. Provide updates. Once you have your micromanagers’ expectations, update them on your progress before they can ask.
This is especially effective when your micromanager is used to coming to you to ask for updates, and you turn the tables.✌️
You may begin to tear down the walls of distrust by doing this, and remember, this puts you in the driver’s seat, which they might appreciate.
4. Realize your mistakes.
It’s hard not to return fire with fire when you are under stress at work, and the relationship between the two of you may be damaged.
This may be the hardest step, but it’s important to remember that we all have a role in interacting with others. It’s up to us to change negative behaviors by recognizing them and committing to changing them, even when it is not returned in kind.
We can only control how we behave, and trust me, life is much better when you realize that.
