Integritus Prime

Last week, in Part 1, we discussed the effects of micro managing leaders on the employees, the organization and the leaders themselves. In Part 2, we discuss some of the ways in which this situation can be improved or resolved.

Employees need to be alert to the fact that they are being micro-managed. Despite feeling powerless, employees need to address the situation. Usually, micromanagement is a sign of weak leadership, and not of strength. Such leaders lean towards micromanagement to hide their own sense of lack of security, confidence and authority.

Some general measures for you to take towards micromanagement are as follows:

• Discuss details of work required with the bosses.  It is important to get instructions or details from the micromanaging boss in writing, do your best to deliver as per requirements, and keep an email or paper trail.
• Gently but firmly tell the boss that you have been hired to do this job because you are qualified to do so, and that you will deliver what is being asked for.
• Provide constructive feedback to the boss and do this in writing periodically. Document their breaches of procedure so it’s not just your word against theirs.
• Muster the support of the human resources (HR) department to assist you in getting the controlling boss to respond to your feedback in a constructive way.

If there are power dynamics, which usually is the case, then you need to take certain steps for your own physical and mental wellbeing. These steps are:

• Practice meditation and other relaxation exercises to keep your stress level and frustration under control
• Learn coping mechanisms such as taking deep breaths and not reacting to the boss but responding later, when you have cooled down
• Eat mindfully, at regular times and prioritize healthy meals
• Avoid taking refuge in substance abuse (illegal drugs, smoking or alcohol intake)
• Seek the help of a counselor or coach
• If all else fails, consider finding another job.

The HR department needs to take note of absenteeism rates, staff turnover, and productivity declines. These details need to be shared with all managers and leaders regularly during management meetings, and underlying reasons should be discussed.

Another one of the important measures for HR to take is to provide leadership training for all newly appointed managers and leaders, unless they have already had the training before being hired. Also, HR should conduct regular assessment of managers’ leadership skills through employee and supervisor feedback, and other independent reviews.

If leaders have limited access to training or are striving to be better leaders, then our latest book The Dimensions of True Self – A Workbook for Living and Leading Authentically is a great self-help tool for them to learn the traits of an authentic leader on their own. The reflection questions after every chapter help in monitoring and self-assessment.

Share with us how you are coping with upgrading your own leadership skills.