One of my friends had a boss who on her first day with her new company tried to convince her to use a mouse with her laptop versus her touch pad because that's the way he did it. He sort of made a big deal of it and she politely explained that the touch pad works well for her, that she had used it for a few years. Fortunately, he didn't press the issue further, but it was a major red flag. Can you guess what happened in the ensuing months on the job? Yep, SERIOUS micromanagement.
Wikipedia (god I love Wikipedia) describes micromanagement as "a management style where a manager closely observes or controls the work of his or her subordinates or employees." Sound familiar? Hopefully, it just sounds familiar because you've heard others' woeful tales. Although in reality I think a lot of us have dealt with a micromanager at one time or another.
It would be funny if micromanager just meant very small manager. Someone sitting atop your laptop screen watching your every move and critiquing the way you sipped your coffee. If that were the case, I might like one of my very own, just for the novelty. And if he happened to sprain his ankle because I jostled him off my screen, so be it. Occupational hazard shortstuff; live with it.
Now that I think of it, I've actually had a very short micromanager before, but he was only around for a short time (snort). He was quite the trifecta; short (major Napoleon complex), a micromanager, and outwardly chauvinistic....this little gnome didn't even try to hide it. He ended up being terminated....given a very tiny pink slip and shown the door. Smell ya later troll. Don't trip over that acorn in the parking lot on the way out to your sardine can mobile.
Anyhootananny, here's what I think we should do with our micromanagers. I think of it as a decision tree with two main branches. I think how you deal with a micromanager is directly related to your overall satisfaction with your position. Meaning, if you like your job more than you dislike it, then we need to figure out a way to fix (not the right word, but let's use it for now) your manager. You'll want to invest the mental energy is tweaking things because you want to stick around. You love your company, your role, your colleagues, your commute, your workplace, the culture, the subsidized yoga class, massages, whatever it is, but the only one thing that you don't like is your m&m (micromanager); its worth the effort. If you're in the middle, you have to pick a branch and decide if you like it more than you dislike it, or the opposite. On the other end of the spectrum, if the m&m is just another turd on the shit pile that is your work life, then ignore it as much as you can. Don't try to fix it because you are looking for a job and his/her micromanagement can be worked around until your burning rubber out of the parking lot. Another option to add to the mix, is to stay with the same company and end up in a different role with a different manager, who does not micromanage.
So, there are some shades of gray on the decision tree, but you need to pick a branch. Are we staying or are we going?....and I would define going as "Are you going to have the same boss 12 months from now?" If you are sticking around then we have a project on our hands. If we're going, then IGNORE.....Have you ever seen the movie Office Space?.....Feel free to gut a fish in your cubicle or beat the hell out of the copier...I draw the line at suggesting you embezzle.
So, let's deal with the easy branch on our decision tree. We're going. We will not be in the same role one year from now. We begin networking, working with a recruiter, updating our resume and marketing ourselves to companies that interest us. Most importantly, when the m&m starts his/her bullshit, it goes in one ear and out the other. A lot of nodding and smiling. "That's great input"; "Good idea!" Yes, I'll try that"...You get the idea.
Next, the tough branch. We're staying, so we need to figure out how to fix it. To do this I think its imperative to understand the drivers behind the micromanagement. In my experience, m&ms flare up because they are desperate. You've heard the saying shit rolls down hill? Middle managers are the biggest offenders because of this. They get hit and pass it down the line. Particularly sales managers whose success is quantifiable. Therefore, the best way to redirect your m&m's energy is to subtly and gradually reassure them that you want them to look good and succeed. You're a team player. Your investment in your own success is naturally an investment in theirs. You are self-motivated. You assess your own performance and want to excel. Now, if you aren't intrinsically motivated to do a good job, that's another blog. I don't get it, but you have to fake it. The best thing to do is to anticipate their micromanagement b.s. and beat them to the punch. Identify the main themes around the micromanagement and be proactive. For example, if your m&m harps on planning and time management, then put together a strategic plan for the upcoming year, half year , or quarter and run it by them for approval. Also, get to work 10 minutes before them and stay until they leave. NEVER be late to a meeting or conference call and politely let them off the hook when they are. Beat deadlines consistently. Turn in a project a week early and make sure its noticed. Then, let THEIR words follow your actions. "I really appreciate your input on my planning and time management skills over the past few months and have worked at improving in these areas. I hope you've noticed" Get him/her to list the things you've done. Let them hear themselves tell you you're a success in these areas. If they say it, then they are much more likely to believe it. Your actions + Their words = Freedom.
Nothing worth having comes easy. You're going to have to work and be creative to release yourself from the shackles of micromanagement. And its possible that the m&m has no idea how bad he/she is. You may just find that's there's a great manager under there.
I'd love to hear your m&m tales and how you've dealt with them.
Until next time...
Love it. Nice work here.
ReplyDeleteNext up - managing Eeyore?
"Me and my poor tail."