Query
I work in schooling. Our line supervisor is truthful and approachable; they’ve bucket a great deal of company data and have been a supervisor at this organisation for nicely over a decade.
Lately a change in hierarchy has led to a senior member of the organisation being put in above that supervisor, who has since been marginalised and sidelined. I’m cognisant that our processes can enhance, however the best way it’s all managed could be very micro. We’re now not handled like adults with (appreciable) skills.
What’s the easiest way to deal with a micromanager?
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Reply
When leaders see an issue, after all they need to try to repair it – in actual fact, they’re actually duty-bound to take action. However additionally they have a accountability to verify their response is proportional.
This modification in construction might nicely have been carried out in good religion, with the hope of enhancing processes, nevertheless it sounds prefer it’s gone too far. If you push an skilled, well-respected supervisor to the periphery of an organisation and of their place set up a micromanager, you’re simply going to exacerbate the issue or (at finest) exchange one downside with one other.
I requested Professor Karin Sanders from the College of Administration and Governance on the College of New South Wales how she views your scenario.
“It is a tough and difficult one. The COVID pandemic has taught us that micromanagement isn’t wanted (and never sustainable through the time that we have been all working from residence),” she stated. “Managers can belief workers that do their work even when it’s not within the workplace and never between 9am and 5pm.”
