The opposite of micro managing - micro updating

[PringlePonders]

Sorry for odd title.

We've all heard of managers ' micro managing ' well I have the opposite.

Someone I manage ( remote working at moment) emails me constantly with updates on issues we're working on when we have a clear system for recording actions. E.g ' phoned Jo Bloggs left a message, will try again later. , or 'spoke to Peter they said .... '

I don't actually need to know these micro details.

Anyone else have these issues? How do you manage this without appearing rude. Their emails are distracting at times. Sorry that sounds awful but I don't need to know this micro detail.

Ooh I've just taken someone on who does this but not to that extent. They also reply thank you to EVERY SINGLE EMAIL they receive...

Thank goodness it's not just me.

Took the person on at end of last year. I appreciate the difficulty in working remotely but I just don't need even more stuff in my inbox

Have had this

Just say ‘ I get a lot of emails so for this can you use x system / no need to respond if no response needed etc

I need to curb it as I might actually miss something important from them

Bit like Peter crying wolf

As someone who has been micromanaged, I wonder if they have had micromanagers before?

I would first check this isn’t the case with them. I have worked with 2 managers who micromanaged (it was horrific both times). So as not to be accused of being incompetent or not keeping them updated I would very frequently update them. Almost as a defence mechanism and it did reduce the micromanaging. I would want to know what their previous managers were like. It may be you can just reassure them that you are not a power crazed yet insecure megalomaniac micromanager so don’t need constant updates. If that is not the case and it isn’t a defence mechanism on their behalf then ignore this!

Yes I'm going to say something like that in next meeting @partyatthepalace because whilst probably done in good faith I can't keep up with emails at the best of times!

I've also had the occasional text 'did you see my email ? '

Can you direct all their emails to a folder and only check at certain times? Doesn't exactly solve the problem but might reduce the distraction factor.
Also be clear you will only respond if necessary, them texting you is not appropriate etc.

I agree with a PP that this sounds like someone who has either been micromanaged or been "framed" for someone else's mistakes and is now overly wary of not reporting stuff.

I'd encourage an end of week summary email as an alternative. They can gradually wind down their need to constantly report on the minutiae of the day but still feel that they're covered.

It’s a child like wanting approval thing sometimes I think, or can just be someone who just doesn’t see things from another POV. Anyway I have found spelling it out and repeating when necessary does work

Thanks all.

Never thought about their previous experience of micro management.

Some good tips here.

Yes, be clear how and when you want updates.

It probably is that the person has previously worked somewhere where that sort of communication with the manager was expected (and if not given, they received emails asking them if they'd called Peter...).

The person doesn't know what you want from them in way of communications unless you explain it to them.

Definitely worth having that conversation. Even if they haven't been micromanaged before they may well have had other experiences that have left them with a distorted idea of what a manager wants. They might have had a manager who didn't communicate what they wanted but then exploded when they didn't get it, and so be anxious about being on the right track. They could be really struggling with working remotely and be choosing an unhelpful way of reaching out. Or they might just genuinely have no idea that as well as being their manager, you have a whole job of your own to do! But you won't know unless you talk to them about it...

I have one like this. I’ve just told her that I trust her and that she doesn’t need to keep me updated on small details, just to bring me in if she feels she needs support. Giving her permission to just get on with stuff seems to have helped.

I had one like this. It was really exhausting until I was fairly blunt with her in a 1:1.
She was still a fairly regular communicator but it did improve a lot

Why don't you ask them to set up a Word table or a spreadsheet on Google Docs and every single thing they do goes on it. Then you can access it and they can update it. In the very unlikely event you need to know something she's written on the list, you will contact her.

Similar advice to HollowTalk - I use a spreadsheet. I have a long gap in between the days I work (by comparison to full time people) and it is quite easy for it to be more than a week between updates from manager if times don't fit in with the calendar well, which is really destabilising. Flag 'done'/ 'to do'/ 'started' against the list of stuff that you can both add to. Sometimes it can help to keep this in a file or a meeting request dedicated to 1:1s.

Sounds like my colleague- announces every call he makes on the group chat, every voicemail left, when he is going to lunch, when he is off for a 'comfort break', every time someone tells him "he's a star". Does my head in.

Agree to setting up a project page on some software e.g. trello. They can record to their hearts content and you can glance at weekly. But speak to them to clarify if something needs your urgent action to email directly still.

Some good perspectives

Oh God- yes! Made worse in my place because we have a total of 4 ways to send each other messages. So I'll have one micro updater giving me the email version, someone else on the internal chat system, someone else using the video conference software chat box.

See also : the person who feels the need to cc you on everything which means you're on that thread for eternity and you never needed to be on it in the first place. I have almost trained a few of my team to work out when it's best to bcc me off the thread but do sometimes need to give them a nudge.

You need to set your expectations. This person is insecure due to past issues

One thing which might be a good idea here is to completely reset expectations.
Have a «6 month meeting « or something like that as though it’s the norm and chat through their performance in general.
Then say now you are 100 percent inducted well set up our permanent supervisory system. Ask them how they like to be managed, chat through how you like to be updated.
I would also say «I will work on the assumption that you are always doing a good job and working hard. The things I need to know are x y z».

Just have a word!

I have someone like this. She's unconfident and worried about making a mistake, so am working on building her confidence up. I know she's more than capable of doing an excellent job, she just needs to believe it