A micromanager is someone who operates with excessive control and attention to detail. Working or interacting with them can be difficult because they can be controlling, critical, distrustful, and even suffocating.
Why is this a toxic trait?
Micromanaging someone can border on bullying, and as a result, the person may feel frustrated, angry, and belittled and in fact, micromanagers often harm themselves in the process too. Micromanagers genuinely believe they’re helping and often expect praise or thanks for everything they do, however, if a micromanager takes over your project, redoes everything you did, then expects you to thank them for undoing all your work, you’re not going to feel very appreciative.
Set Firm Boundaries
For instance, if they’re not actually in charge, don’t let them pretend like they’re in charge. Politely but firmly treat them as equals to everyone else. It can be a little harder to tell your boss to stop micromanaging you; however, you can have the conversation diplomatically. Let them know that you’re capable of handling the task and would appreciate some autonomy. You can let them know how you’re planning to do it and commit to periodic updates, in order to gain their trust.
Tell Them How Their Behavior Is Affecting You
If it’s a personal relationship, you can let them know that their need for control is harming your relationship and making you feel angry, stressed, frustrated, and undervalued. Seeing things from your perspective may cause them to ease up on their behavior. If it’s a workplace relationship, you can explain how their behavior is affecting your ability to do your job. For instance, if the time taken to write detailed daily updates is taking away from the time you would spend actually doing the task, you can explain this and suggest weekly updates instead.
Understand Their Motivations
Micromanagers are often driven by fear, insecurity, or lack of trust. They may also have perfectionist tendencies that can cause them to be overly critical of themselves and others.
For instance, if you know your manager is worried about meeting an upcoming quarterly target, align your interests with theirs. Let them know what steps you’re taking to achieve the target and how much progress you’ve made. The following quarter, they may ease up on you a little because they trust you to handle it and know you’re working toward the same goal.
Distance Yourself If Their Behavior Doesn’t Change. You may find that the micromanager’s controlling behavior continues despite your efforts to try to communicate with them and set boundaries with them.
How to Stop Micromanaging Others
If someone in your life has pointed out that you’re trying to micromanage them, these are some steps you can take to stop being a micromanager:
Learn to delegate: Delegate tasks to others based on their abilities instead of trying to do everything yourself. Trust that they can handle the task and provide guidance only when required. Focus on achieving the outcome instead of scrutinizing every detail of the process.
Be open to different ideas: It’s important to be open to other people’s ideas and approaches. This can help you find creative solutions to problems.
Establish trust: Trusting others is key to letting go of micromanaging tendencies. Trust people to complete the task and ask for help when needed. Avoid hovering over them when you’re not needed.
Don’t focus on perfection: Focusing on perfection can set you up for failure because no matter what someone does, it will never feel like it’s good enough. Focus on achieving mutually agreed upon goals and accept that sometimes mistakes happen.
