How to Deal With a Hands-On Manager

hands-on manager

Are you trying to figure out how to best work with your hands-on manager?

Some people like a hands-on manager. They enjoy having everything spelled out, so they only have to focus on the tasks. Others find themselves going crazy. The suffocating nature of a hands-on manager means it’s hard to learn anything when everything is done for you.

So what do you do if you have a hands-on manager? How can you find a way to work together so that you get what you need out of your career, and your leader trusts you enough that you can do your job without them doing your role for you.

Build Trust

Sometimes the reason you have a hands-on manager is that they don’t trust you. It might not be anything you did. These types of people just need to have control over every single situation and don’t trust anyone but themselves to handle it.

Ask your manager if they trust you. It’s likely they will say they do, but they may not necessarily mean it. You might need to ask a lot of questions, but get to the root of where the mistrust is. More importantly, ask them what you need to do to build the trust they need.

Call it Out

There are some managers that are oblivious to their hands-on ways. They don’t consider themselves a micromanager at all. It’s not until someone tells them that they realise what they’ve been doing and how difficult they have been.

You don’t want to be rude about it. Just mention that you would like to be the one to make some decisions in relation to your team. Talk about how you feel they are in your space a bit too much, and you’re not getting the benefit of running your area.

Find Out What Your Hands-On Manager Needs

Ask your manager what it is they need from you. Run down the list of duties of your role. Then ask them if they want to take on this duty or have you take ownership and accountability for it. Keep going through every task, and by the end of it, you should have a clearer idea of your responsibilities.

The point of the exercise is not to split your duties. Instead, it’s to bring up in conversation when your hands-on manager performs one of the tasks they said you could do. The idea is to create clear roles and clear goals.

Get in First

Instead of waiting for your hands-on manager to complete your tasks, get in first. Make decisions and then advise them later that it’s already been completed. One of two things will happen. Firstly, they’ll appreciate your initiative and, in the future, stop completing the work on your behalf.

However, you need to brace yourself for the other possibility. They may get upset that they weren’t involved in the decision-making process. It could end up hurting your career. You’ll know this is happening. If it does. Stop immediately.

How to be a Leader

A hands-on manager can be difficult to work with. If you feel like you’ve got nothing to do, then eventually you’ll be bored and want out of your situation. Before you decide to hand in your resignation, try these methods to improve the situation. It could be a good learning experience.

If you need advice dealing with any type of manager, then you should follow the Better Boss Blog. It contains tips and tricks on how to deal with different leaders as well as how to be a good one for your people. Follow pwf services on Instagram, LinkedIn, and Facebook so you can get your hands on the latest content.

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