( I seriously can’t stop laughing at this little girl’s expression!!)
“Good morning. Welcome to our team. I expect you to work faster than your peers, update every little detail if older than six months, answer all calls live NO MATTER WHAT and you must have all rooms full so that our doctor is NEVER idle. You have to run everything through me – you are not allowed to think for yourself. I don’t trust you and no one is as smart as I am. You are not allowed to put orders in, even though your peers are allowed to. You can not schedule a patient unless you run it by me, even though your peers are allowed to. And by the way, I need you to be flexible because the way we do things on this team changes DAILY. Which means, the way you did it yesterday? Doesn’t apply to how we do it today. Why are you frowning? Aren’t you happy? I don’t understand why you’re miserable. Why is this job affecting your health? We’re the best team on this floor! We run efficiently and we do everything right! In fact, every team needs to run exactly like us because we’re PERFECT.”
I’m paraphrasing, of course. But this is an example of what our assistant manager thinks and it’s frustrating, unrealistic and insulting to insinuate we don’t know what we’re doing. Can we improve? Of course. But to imply that what we’ve been doing, what we have been doing for YEARS, is not correct, well, let’s just say insinuating this to the entire clinic was enough to nearly cause mutiny.
Here are some signs you’re being micro-managed: (Source)
- They avoid delegation. Since micromanagers can’t believe anyone else will do a decent job, the only solution is… to do everything themselves. While they might get the results they want at first, this can’t possibly last. Eventually, they’ll come to discover that there are only 24 hours in a day. Without assigning tasks to others with specialized skills, supervisors will inevitably take on work that they aren’t as qualified to produce. If your boss is a micromanager, they might also think it’s faster to revise your work than to give you feedback on what could be improved.
Oh my gosh, YESSSS. This is EXACTLY what is happening right now.
2. You’re not allowed to make decisions. If even the smallest tasks require sign off from your supervisor, it could be a red flag
3. They complain constantly. The funny thing about mistakes is, if they’re all you look for, they’re all you’ll find. A boss that doesn’t trust their employees is always going to look for evidence that validates their paranoia. And they’re going to find it, even if it’s a typo in a calendar reminder you only sent to yourself. This type of manager can find fault in anything, no matter how inconsequential. While they might tell themselves that they are pushing for excellence, they are only sapping the motivation of their staff.
Oh my gosh, YESSSS.
4. They won’t pass on their skills or knowledge. It’s inspiring to work for a boss that you feel you can learn from. Supervisors can act as role models for junior employees who are starting their careers. For a fresh new employee, finding out that your boss has little interest in mentoring you can be a crushing disappointment. To these micromanagers, knowledge is currency. If they share that knowledge, they’re depleting their own value.
5. Feedback falls on deaf ears. While a normal boss-to-employee relationship should have feedback flow in both directions, a micromanager is more interested in a one-way conversation. Because they’ve put themselves under enormous pressure, they are more irritable and explosive when faced with criticism. They might respond to your critique with some variation of, “Well, that’s just how things work here.” Micromanagers aren’t interested in what they can do to improve–they only look for the weakness in others.
These issues are EXACTLY what we’re dealing with at work right now.
As with any job, you have your ups and downs, your hills and valleys. There are times things are going great and there are times things are definitely NOT great. I’ve been with my current employer for almost ten years – it will be ten years this coming September – and I can count on one hand the number of ups we’ve had. And by this I mean, everything is going great, we’re fully staffed, we’re all getting along, etc. On. One. Hand. All other times, there is some drama, people are quitting, a process is not working, or management is micro-managing us. In fact, I feel like we’re micro-managed, a lot.
I get why this happens. Medical assistants work under the doctor’s license – everything we do is on behalf of our doctor so any mistakes we make the doctor could potentially be responsible. It’s a big deal and shouldn’t be taken lightly. However, when you work for a management team that wants everything run through them, you can’t do anything without running it by them first, it’s suffocating.
I read somewhere that micro-managing is the number one reason why people leave their jobs. When a person is not given an opportunity to prove his/her worth, to live up to his/her potential, it’s suffocating. Our clinic right now, is definitely at an all-time low. People are dropping like flies and we all know what the problem is, but no one is willing to do anything about it. It’s like we’re all on the Titanic and we’ve hit an iceberg – now the question is – do we find a way to save ourselves or do we just sit back and wait for it to sink?
I’d like to figure out a way to save us, thank you very much.
It’s funny. I never really wanted a career in medical, I just sort of fell into it. But now that I’m here, (and I really do like the work I do and I feel like I’m good at my job), I just can’t sit back and watch our ship sink.
I need a plan. I need to convey my concerns, along with examples AND potential solutions and present them to my director. He’s the head honcho. The big cheese. The man with a plan. (I hope). I had a long talk with my nurse today about these problems and how to approach them and she gave me some really good advice. Now I just need to compile these thoughts into a nice, neat outline and present it to my director in my best “professional” voice.
Enough with the micro-managing. It’s time to take a stand and get off this hamster wheel. It’s insanity to continue to do the same things over and over again and expect a different outcome. We all agree there is a problem, now we need to get together and come up with a better plan, try different solutions. One is bound to stick, right?
Will they listen to me? Who knows. But if this ship sinks, at least I will know that I did all I could do on my end.
Don’t micro-manage me, it brings out my aggressive side. And let me tell ya, folks, it ain’t pretty.