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Up to about 49% of workers have reported quitting a job due to a poor relationship with their line manager.

On 18-25% of employees trust their managers

About 32-35% of workers feel uncomfortable raising issues with their manager

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1. Poor communication /feedback

2. Micromanagement style

3. Inconsistency/favouritism

4. Failure to recognise contributions

5. Poor Empathy/listening skills

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Common features

1. Lack of clarity

2. Infrequent contact

3. Avoidance of constructive feedback

4. Over emphasis on negatives

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1. Focus on impact and be curious and open-minded about intent.

2. Consider line-managers perspective.

3. Use specific examples to illustrate your experience

4. Invite them to see this a mutual interest issue (everyone wins or no one wins)

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Micromanagement is a negative management style characterised by excessive control and supervision of an employees work.

It is associated with

excessive focus on minor details

reluctance to delegate tasks

excessive demands for updates

not allowing appropriate autonomy

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Mitigating the impact of micromanagement 

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Mitigating the impact of micromanagement 

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Suggested strategies for mitigating micromanagement

1. Reflective calling out

2. Boundary setting

3. Pro-activity

4. Support

5. Know when to escalate

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Some factors that might be relevant to know

1. Interpersonal issues

2. Shifting priorities

3. Unclear expectations

4. Stress

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Some approaches to addressing inconsistency /favouritism

1. Risk assessment

2. Being consistent

3. Asking for help

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Consequences of failure to recognise contributions

1. Feeling undervalued

2. Disengagement

3. Reduced morale

4. Reduced productivity and creativity

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4 interconnected themes

1. Person

2. Position

3. Task

4. Result

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Consider the following factors

1. Burnout/ empathy fatigue

2. Organisational culture

3. Lack of power

4. Neurodivergence

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Adopt an empathetic approach to the situation and model the behaviours you would like to experience