In a nutshell, a micro manager is a boss or a manager who gives excessive supervision to employees. How do you spot a micro manager? Below are the three key indicators in identifying a micro manager:
1. Control Freak. Micro managers track the execution of projects, and they also want to know every detail there is to know. To them, it is a rule that everything has to have its approval.
2. Impatience. Micro managers give unrealistic deadlines. In their mind, there is a faster way to finish a job.
3. Hovering. Whether at work or in rest, micro managers hover over people. They inspect if the whole procedure is being followed, and if time is not wasted.
Avoid becoming a Micro manager
No one wants to be called a micro manager. If from your honest assessment you think you’re borderline, here are some strategies to refrain from turning into micro manager:
1. Relax. You have to realize you don’t have to control every idea and movement at work. You are there to guide people and not to control them.
2. Flexibility. Let people do the job, and let them suggest ideas and procedures on how to perform certain tasks better. You could even make better use of what you learn from them.
3. Have patience. Give ample time for your workers to complete any task and project. It can also help lower the pressure at work.
Handle a Micro manager
Micro managing doesn’t help build a culture of role ownership and is counter-productive. Nobody likes a controlling manager.
On the flip side, if you’re already working for or with someone who is a micro manager, keep in mind that you can’t change the way they lead. However, you can change the way you follow by considering a few advise:
1. Do whatever it takes to gain your manager’s trust. That includes knowing what makes them motivated and worried.
2. Only provide feedback if appropriate. However, depending on your role this may not be an option for you.
3. Assess their behavior. More often than not, micro managers are controlling due to having extreme standards. It may be internal anxiety that causes them to take over situations.
4. Remind them that it is better invest their time and energy in the bigger picture rather than its details.
Ask yourself if your work is worth it despite the management you are in. If not, then consider transferring to another department or finding a new career.
Contributor: Mackie Odulio