When Colleagues Cross the Line. Dealing with Micromanagement in the Workplace

Micromanagement is an approach in which a manager closely monitors and directs the work of their subordinates, employees, and, in some cases, their coworkers. This management style typically carries a negative connotation, as management tries to exert too much control over those responsible for completing tasks.

What drives a person to micromanage? People often use micromanagement to guarantee that tasks are completed in a specific and meticulous manner—essentially, the "right" way, according to the individual. However, this approach is not the most effective or efficient. Those who micromanage often fail to recognize the toxic environment they are fostering. Let's discuss why this management style should be avoided at all costs.

Micromanagement significantly impacts employees' sense of autonomy. Being constantly monitored and having every action and decision questioned by a manager or coworker can make you feel powerless and unmotivated. This lack of independence hinders creativity and stifles innovation, as individuals are afraid to take risks or suggest new ideas out of fear of criticism or rejection.

In addition, micromanaged employees often feel restricted to following predetermined processes, leaving little opportunity for exploration or considering alternative methods. This controlled atmosphere hinders originality, as employees are reduced to being mere task-doers instead of actively participating in finding solutions and spurring creativity.

Micromanagers complicate processes and frustrate their employees and coworkers with excessive control. In today's work environments, this affects not only finances and productivity but also morale, turnover rates, talent retention, and creativity. It could even lead to a company's downfall.

How do you handle a situation where your colleague intrudes on your department and closely monitors your tasks?

The current problem is that some people in positions of power have a habit of micromanaging their team's tasks, often interfering with the work of others - including those outside their departments. Getting overly involved in other people's work could be due to their preferred method, a mistake in hiring, or simply a mismatch in working styles between them and the employee or coworker.

If you find yourself in a situation where your colleague constantly tries to assert themselves in your work to prove their importance despite your previous efforts to address the issue, consider having an honest conversation with them. Tell them you are dedicated to doing your job well and have noticed their excessive involvement. However, instead of labeling their behavior as "micromanaging," focus on specific examples and explain how it affects your productivity. Then, work together to develop alternative solutions that can benefit both parties. Ask for specific feedback on performance improvement and gain their trust.

While some coworkers may be receptive to this approach, others may not appreciate directness. To test the waters, send a friendly email expressing interest in discussing ways to enhance your mutual work performance. If your coworker responds positively, they may be open to loosening their grip on control.

Try to identify and pinpoint the root cause. Sometimes, it could be due to mismatched cultural values and norms. While dealing with a coworker who micromanages can be difficult, addressing the issue respectfully and productively is essential. You can prepare yourself by setting the right mindset, creating an appropriate environment for the conversation, and providing specific examples of how their behavior impacts you and your work. It's important to acknowledge their perspective and stand your ground while you work towards finding a solution that benefits both parties. Setting clear boundaries and expectations can help alleviate tension and allow a micromanager to relinquish some control. While these conversations may be uncomfortable, they are pivotal for fostering a successful and efficient team dynamic.

If you have a conversation with your coworker and there is no noticeable improvement, or if the situation improves briefly but then reverts to the old behavior patterns, it may be beneficial to seek advice from your boss. Explaining the problem and how your colleague's domineering attitude impacts your work may motivate your boss to intervene and address the issue.

Remember, your boss may only sometimes come to your defense. While they may be able to intervene and stop problematic behavior, you need to assert yourself and stand firm. By standing up, you yield results and build confidence and strength. However, if you are still waiting to receive the desired response, it could be time to reassess your job with the company and determine if the added stress is worth it.