Working for a micromanager
By Joan Lloyd
Dear Joan:
I am in a bit of a tough situation. I’ve been working in
this mid-size company in a mid-level position since little over a
year. Due to a lot of company wide-politics and new initiatives, my
team has been marginalized and I’ve heard from many sources
that if the company were to have layoffs (which are most probably
going to happen soon) my team would definitely be on that list. My
work-friends have suggested to me to start looking outside, and
within the company too.
I’ve started with looking into openings within the
company. Here is the tougher part – there is an opening which
suits my skills and interests and it’s in a team which is
very important to the company, therefore the job will most probably
be safe from the layoffs. However, I came to know, from a very good
friend, that the hiring manager has a terrible personality and is a
strong micro-manager. There are a couple of people who have quit
their jobs because of this very reason. I also came to know that
she is rude, has very high expectations and loves to control. On
the other hand, she is influential and gets things done, therefore
her bosses love her.
I like the position and the challenges that will come along. I
know that I’ll attain new, great skills which will add a lot
of value to my resume, but I’m afraid that my new manager's
personality might become a big obstacle in my success. My current
situation isn’t any good either, but the people I work with
now are very laid back. My current manager says that he
doesn’t want stress in his life, and therefore, he is okay
with our marginalized situation, which I don’t agree with. I
also don’t have enough work here and that’s
de-motivating me, big time, making me more worried about my job
security, and also not having that respect in the company.
What should I do? Take a chance and try to make my job
situation better, or stick around doing nothing in my current team,
and hope that things will get better? I’m looking for
opportunities outside the company too, but in this job market, that
will sure take time.
Answer:
You have two polar opposites as options—neither one is
very desirable. You already know that the job you have is not a
good fit. The manager is not going to grow you, and his
“Don’t worry, be happy” attitude is putting the
department at risk. So you are wise to get out.
The internal job opening has “run for your life”
all over it. However, I wouldn’t take the rumor as gospel. I
think you owe it to yourself to find out more before dismissing it
as a bad choice. Some options include speaking to the hiring
manager and inquiring about the position in an informational
interview. You can say you are interested in applying but you want
to know more about the job first.
During that meeting, ask a lot of questions about the results
she expects, her management style, problems she hopes the new
person can fix, pet peeves, and so on. Ask her if she minds it if
you speak informally to some members of her team, to learn more
about the job. Her reaction to your questions will be
revealing.
Keep in mind that “micromanagers” come in many
forms. For example, some people label their boss a micromanager,
because he or she is expecting them to change, or improve their
performance—and they are resisting.
On the other hand, micromanagers are often perfectionists who
cannot be pleased. Sometimes they think they are the only one with
the right answer—and their control suffocates their direct
reports. So in spite of a glowing job description on paper, the
life is snuffed out of what could have been a great growth
position.
The job may be worth taking however, especially if you can get
exposure to an area that will make you more marketable in the long
run. If you can last a few years, you could enhance your resume for
future positions inside or outside the company. But I would only
take the job if you feel you can develop enough rapport with the
leader, and meet her exacting standards. Micromanagers only back
off if they feel they can trust the employee—and
“trust” means that the person has the same high
standards the leader does.
© 2009
