How to deal with manager that wants to micro-manage?

DatesExcelModels's picture
Rank: King Kong | 1,157

Hi there,

Two years into a corp strat role, and looking to get your thoughts. I've gotten very strong ratings throughout my career. I report directly to my director. I used to have a lot of face time with my director, and had a lot of informal chats where she'd swing by and we'd make sure we're aligned on what to work on that week.

Recently, she hired a new manager (who has a dotted line to me), that keeps track of - all - her activity in a doc. Think "collate notes and key asks post meeting - 45 mins".

The admin burden of doing so is probably 10-15 minutes per day, but it's really stupid work that adds no value, so would avoid as possible. My boss seems to really like the format above.

How would you advise to bring this up during a 1:1 in a diplomatic way, or does this sound like something I just need to accept?

Comments (6)

Apr 4, 2020

I would recommend a wait-and-see approach. However diplomatic your suggestion is going to be, the Director may tell the new manager. The new change is not a big deal and it is not worth the risk of damaging your relationship with the new managers. Give her some time and see what happens.

  • Analyst 1 in IB - Ind
Apr 11, 2020

how to deal with a micro-manager? over communicate and over deliver.
if they want that admin shit, do it. even if it takes up from real work time.
they're probably just too insecure about people. once you have laid down some trust, you can bring it up and suggest more efficient ways.
remember that your director likes it so you don't have much common ground

Apr 21, 2020

On the off chance that your manager truly has it out for you, at that point it is impossible that you will discover bliss by remaining. Create and execute a leave plan as fast as could reasonably be expected.

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Apr 24, 2020

Show they can trust you (possibly while meeting them half-way) and deliver on agreed-upon work. Once that is done, you can start spending more time aligning on the end deliverables and have more leeway around how you get there. You can also position it as freeing up their time to focus on their work.

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Apr 24, 2020
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