How do you deal with micromanaging?

My boss is a nice enough guy, but he is not taking the hint that his management style is pretty counter productive for me. I work well in a more "hands-off" environment where I can solve problems and find solutions on my own.


The other issue is we are a remote company, so there is a whole other level of micromanaging around setting Slack statuses and a bunch of other bullshit like that.


Anyone else experience this before? And how did you deal with it?

🧢 Sales Management
🎈 Mentorship
🏡 WFH
7
salesnerd
WR Officer
6
Head of Growth
In my experience, people who are micromanaging are either a) micromanaged themselves b) not aware they're micromanaging c) have a reason to micromanage. 

I'd try to figure out exactly which of these apply to your boss and work on remedying it with them. 

If they're being micromanaged themselves, work with them on a plan for you to prove you're doing your work and getting results. Maybe it's EOD email summaries until their boss believes it. 

If they aren't aware they're micromanaging, you'll want to have a frank conversation about how it makes you feel and why you think it's not needed. Come to an agreement, something like "let's try it my way for 2 weeks and see if my results change. If they get better or stay the same, we agree to keep with hands-off. If they decrease, we can try it your way".

If they have a reason to micromanage, then it's on you to identify what you're doing wrong and why they are needing to micromanage you. Is your performance poor? Are you the person who needs a reminder to keep their CRM up to date? It might take some tough internal reflecting.
E_Money
Big Shot
3
💰
Thanks for the thorough reply! I think he is nervous because I am the first US hire (they are based in the EU), which we have addressed before.
Beasthouse
Opinionated
0
Corporate trainer
oh brother I have been through that it is a rough run to get that trust. personally, I would overplay my hand. find an app that will give them way too much insight something with screen recordings and pause notifications updates spread sheets time balances. and GRIND YOUR ASS OFF so that there is literally too much for them to micromanage. AS YOU GET RESULTS start offering to save the manager time by condensing the over-reporting you put in place. then over 3 to 6 months you can get back down to normal KPI  reporting once your manager has enough proof and documentation to prove to the board or directors that this venture that they probably stuck their neck out for was well worth it. equip them to win give them the metrics they want. Especially if, you feel underpaid as a spearhead on a project! bro you stand to win the most in the future. do what you can so that eventually they just hand to project to you and your boss goes and opens a new market or team because you recommended it ... then take his old job. a rising tide lifts all boats. 
antiASKHOLE
Tycoon
4
Bravado's Resident Asshole
I don't deal with that crap. If a manager feels like they have to micromanage, then they don't trust their team. On to the next IMO
E_Money
Big Shot
1
💰
Lol basically how I am starting to feel
Dman1b
Catalyst
1
Azure Specialist
Spot on Monefrere'!! Organizations that manage activity as opposed to results, have no understanding of sales to start with. They will always result in a toxic culture of dissatisfied employees and high churn. Nothing costs more than churning employees.  
SalesGal
Politicker
0
Account Executive
Same
theCommishioner
Opinionated
0
Account Executive
This. I recently left my previous company due to micromanagement which stemmed from the VP level. Couldn't be happier in my new role
Beasthouse
Opinionated
0
Corporate trainer
nah for me it just means they're an easy target. insert grinch smile

LordBusiness
Politicker
4
Chief Revenue Officer
I'll play devil's advocate here - are you making any effort to meet the boss man in the middle - and trying to find a common ground between what you perceive as "micro managing" and your preferred "Hands off" type approach.  What I've found historically is that the sellers I've led who wanted a "hands off" approach are likely missing out on opportunities for growth.  Once you get past that question, I think you need to get past "hints" and have a direct, candid and productive conversation on your perception of their management style on your productivity and success.  
Dman1b
Catalyst
1
Azure Specialist
Well, it is the responsibility of the sales leader, to lead. What does that mean? It means picking up the phone and showing a rep what a quality cold call looks like. It means going into the field and showing them how to interface with potential clients to generate interest. Sadly, most "sales leaders" sit behind their desk all day giving directives on "how to sell". So when you say "missing out on opportunities for growth" that is a subjective reality to the rep. They may not see what your offering as "growth" to be beneficial at all, especially if you are providing "growth" from behind your desk. Not saying that's what you do, but I'm sure you've met the 80% - 90% who do. 

I have managed for 15 years and been to 5 President's Clubs with 3 different teams across 2 different companies. In that time, I've had numerous other managers ask me how I attain such consistent success. When I share with them what it takes, they go back behind their desk and do what they know, which is nothing. 
E_Money
Big Shot
0
💰
Yassss
softwarebro
Politicker
0
Sales Director
@LordBusiness perfectly written. Sometimes reps confuse coaching with micromanaging. *Good* managers hate having to micromanage although sometimes it has to happen. It's a huge time suck. 
Salespreuner
Big Shot
2
Regional Sales Director
Micro managing is short term stuff ; ones who want to look beyond a post covid world and business portfolio and of course the team, micro managing should not be entertained

I am no fan of this - I keep it trustable and dependable with my team!:)!
E_Money
Big Shot
2
💰
Exactly, if you can't trust your team then why did you hire them in the first place!
Salespreuner
Big Shot
1
Regional Sales Director
Absolutely right that is. Trust is key!
Beasthouse
Opinionated
2
Corporate trainer
I love it! means it's easier to take that manager's job due to obvious incompetence that he or she makes public! replaceable with in 3 to 5 months.
E_Money
Big Shot
2
💰
Interesting perspective. Love the ambition lol
Beasthouse
Opinionated
1
Corporate trainer
see a need fill a need hahah!
NorthernSalesGuru
Politicker
1
Manager, Outbound Sales
Honestly, put in numbers and then you have a firm argument to get your boss to shut up
E_Money
Big Shot
0
💰
True- put up or shut up
SalesPharaoh
Big Shot
1
Senior Account Executive
Fill up your schedule with meetings everytime they want to reach out to you until you force to lower the calls to once a week with a full report. 
Also if you lead the way it kinda gets them off guard 
nikhilatequla12
1
Senior Account Executive
Put in the hours, exceed quota and once you are there tell em back off or you'll leave (in a productive way... don't HULK smash your way through that convo) 


I've found that works...  and in my experience sales managers will bend over backwards for their top performers!
E_Money
Big Shot
1
💰
lol but... HULK like smash...
nikhilatequla12
1
Senior Account Executive
HULK does like smash 
SalesPharaoh
Big Shot
1
Senior Account Executive
Oh yea My CEO is the ultimate micromanager I simply have conflicting meetings and share emails with progress when I feel like it. Until they get the hint or forget about me
E_Money
Big Shot
1
💰
Oof... That would drive me nuts
Theloanemperor
Opinionated
1
Loan Officer
By not having a manager, technically. lol. As a loan officer we're self managed. No salary/hourly base, straight commishhhhhhh $$$$$$$$
E_Money
Big Shot
2
💰
"Money is my only manager" badass
Theloanemperor
Opinionated
1
Loan Officer
I friggen love that, haha! I do technically sell money. 
CuriousFox
WR Officer
0
🦊
How are your one on ones? Have you given facts (no emotion) and had an honest conversation how to move forward? That's what I would do. 
7

Converting a NO to a DEAL : the Reality?

Discussion
12
8

Deal Superstitions

Discussion
10