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What do you care about more?
Having your employees get theirwork doneand good results?
Especially in the context of creative work.
Sometimes, it takes a dash of malicious compliance to prove to them that their rules are bonkers.
Some managers have a very narrow-minded understanding of what efficiency looks like.
They also avoid delegating tasks to others because that means giving up control.
Micromanagers tend to focus on the details and miss the bigger picture.
According to Investopedia, micromanagerstend tolower company morale and produce a hostile workplace environment.
In other words, you get short-term gains at the cost of long-term results.
Most people dont enjoy being controlled by someone on a microscale.
Feedback and deadlines are important, but not at the complete cost of autonomy and respect.
The odds are that you know someone like this at work or at a previous company you worked at.
Micromanagersare often set in their ways, and they wont change overnight.
However, the situation isnt all doom and gloom.
The general rule of thumb is not to have a go at fix what isnt broken.
Take the time to familiarize yourself with the team dynamics and processes.
Get to know everyone.
In short, be humble and open-minded.
But do not, under any circumstances, make sweeping changes just because you need your ego validated.
There will be days when you finish way earlier because youve been on top of your work.
Any good manager would reward them.
On the other hand,bad managerspunish super-efficient employees by giving them more work to do.
Not everyone works at their best when left to set their own deadlines.
Nor does everyone thrive when their manager is standing behind them, breathing down their neck.
Check out the results:
