I have an employee in one of my client groups who is a severe micro manager. He has been with the company a while and we have addressed this issue in the past, but it continues to be a problem and we may lose some quality staff members as a result. He has already gone through various training sessions but has not improved. We are in the process of putting him on a performance advisory. I am very involved and have run out of ideas.
The Team Doc Says…
Your point proves why training isn’t the only solution to a problem. I’m all for training, but there has to be follow up to change behavior.
You don’t indicate how long this has been going on or what brought the issue to your attention, but one question that pops into my head is how is productivity under this sup? Better than others? The same? Worse?
And it appears that some of his team members may be playing the “how valuable am I card” to make change happen. You can bet the issue is more than likely deeper than this supervisor being a micromanager.
I think you are taking the right steps to help this supervisor be successful by putting him on a performance plan. My only hope is that you are using it to help him improve and not just to get him out the door. He sounds like he needs a good bit of mentoring and coaching (your job) to change the behaviors that are part of his tool box.
Best regards,
Denise O’Berry
aka “Team Doc”
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