How do you cope with a "micro manager" at work?

That's pretty hard to deal with at work. I worked for one for a couple of years, and when she was transferred, I was happy to see her go!

Micromanagers are often insecure about their leadership position, and are distrustful of others doing the work, especially if they are responsible for the quality. I found it easier to cope when you head her off at the pass. That way, you control what the micromanager sees on your time. Go in with a daily update of all your activities - what projects are done, in progress, and send her drafts of everything. If you are comfortable doing this, Cc her on ALL your e-mail. She/he will either appreciate your efforts, or lay off on the control. Good luck!

micro-management as the act of unnecessarily controlling minute details and procedures. It is when staff gain a feeling of power by assigning too much significance to what is rather insignificant

micromanager who hovers over your shoulder when you're talking to a help desk caller, makes you perform endless rewrites of status reports, and rarely has anything positive to say about anything you do can make your work life miserable, or worse, ruin your career.

Tell your manager, ‘If I come up short, then let me know what I did wrong, because my goal, Mr. Manager, is to save you the time you’re spending helping me do this job.'”

If you have the ability but you don’t have the skill, then you should ask for additional training.”

Get your job search up and running,”

They are Hierarchical Micro-manager, Trained Micro-manager, Natural Micro-manager, and Reactive Micro-manager.

* Hierarchical Micro-manager – Has to answer to chain of command which is inclined to focus on small details. Since, the supervisor is a micro-manager, the subordinate is also expected to act that way.

* Trained Micro-manager – The facility or agency has a cultural imperative for all to operate in this matter. An emphasis on the minutia is indoctrinated in each new manager through the local culture.

* Natural Micro-manager – The staff member brought micro-managing skills with them to job. The Natural Micro-manager is most comfortable while adhering to strict attention to minute details.

* Reactive Micro-manager – This person is not always in micro-management mode. In fact, this style is employed only when necessary. The Reactive Micro-manager tightens uses this style, for example, when an important investigation is happening in the facility.

. Each variety can be driven by one of three basic personality types:

* Benevolent – This is someone whose actions are driven by compassion and kindness. They may, for example nit pick because it comes naturally to them. But they do so with your best interests in mind.

* Malevolent - This is someone whose actions are driven by malice and meanness. They may, for example focus on the insignificant in reaction to their hierarchy’s culture. But they do so with the intent of frustrating others and causing harm.

* Utilitarian – Function is the prime directive with the Utilitarian. Their decisions are based on the usefulness to the operation of the institution. For them, it is never anything personal: It is just business.

assess each situation carefully before applying a possible remedy.

* Tactfully ask colleague to assess your ability to make decisions;

* Point out that you are capable;

* Show the micro-manager that you have conceived several options to solve a problem. Present them and let her choose the best option. Be prepared to accept if colleague does not choose any of those options;

* Always be honest when assessing your supervisor. This can be done with anonymous 360 surveys, suggestion boxes, or when asked directly for opinion. Remember that honesty does not mean malice;

* Consider if there is there a cultural precedent. Is there a chain of micro-management? Can this culture be changed?

* Are your peers treated in the same way as you? Find out if this is an isolated incident;

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