Coworkers can be a blessing or a curse. They bring new ideas to the table, and they help you grow as an individual. But sometimes, your coworker becomes too much of a good thing—he or she might micromanage you, making you feel like they have all the power in your relationship.

If this sounds like something that happens in your workplace, read on! We’ll explain how to deal with micromanaging coworkers and what it means for your relationship moving forward.

What should you do when a coworker is micromanaging you?

When a coworker is micromanaging you, it can be hard to know how to respond. You might feel like you have no control over what’s happening and that there’s nothing you can do about it. But here are some tips on how to cope:

Communicate with the person who is micromanaging you so that both of your needs are met. If they stop doing their job properly because they’re focused on yours, then they won’t be able to do their best work overall—and neither will anyone else around them!

Set boundaries where necessary; don’t let someone else make all of these decisions for us (even if we think otherwise). We can still take charge of our own lives by setting boundaries ourselves whenever possible—for instance, by asking someone else not to do something again unless absolutely necessary (like giving feedback) or by saying “no” when asked again after already saying “yes” last time around.

Keep your cool. If someone is micromanaging you, it can be hard to stay calm and collected. But if you get angry or upset, it will only make things worse! Try not to react in an emotional way; instead, keep your head down and focus on getting the job done as efficiently as possible with the resources provided by others.

How do you stop micromanaging coworkers?

If you’ve been the one being micromanaged and you want to stop, here are some tips:

Give your coworker space. It’s important that they are able to do their job without being interrupted or pressured to do things for them. Asking for what you need will be difficult if another person is always hovering over your shoulder.

Let them make their own decisions on how they want to handle certain situations in order for everyone involved to not feel like there’s too much stress in the office environment. This means letting go of any control or power that comes with managing other people’s schedules while still giving constructive feedback when necessary (which will hopefully lead them toward making better decisions).

If you’re the one being micromanaged, try these tips: Create a schedule for yourself. This will help you prioritize what needs to be done and make it easier for others to know where they stand in terms of deadlines. Communicate with your coworkers about how things are going and if there’s anything that needs more attention or resources from them.

What is the personality of a micromanager?

A micromanager is a perfectionist. They want everything done their way, which means that they are constantly asking for more details and explanations. They want to know exactly how things should be done, even if it’s not necessary or helpful for you or your team members.

It’s important to remember that this behavior isn’t necessarily negative—it can actually be beneficial at times! You’re only trying to do your best work here, so having someone around who will go through every single step with you makes things easier for everyone involved (including yourself).

However, if this person keeps getting frustrated by what seems like wasted time spent explaining something simple over and over again, perhaps it would be better to not just listen anymore but start taking notes instead so as not to repeat yourself unnecessarily later down the road.

Is micromanagement a form of harassment?

If you are the victim of workplace micromanagement, it’s important to understand what types of harassment and bullying are considered illegal. According to the American Psychological Association (APA), “harassment is behavior intended to harm another person because of their membership in a protected group.”

This could include things like making comments about someone’s weight or appearance, giving them negative performance reviews, or even threatening physical violence against them.

If you feel that your coworker is harassing you because they don’t trust your abilities as an employee—or worse yet, if they have been verbally abusive towards you in the past—then this could be considered a form of bullying and abuse in and of itself.

The APA also states that bullying can take many forms, including teasing or name-calling; spreading rumors about an individual; making fun of or offensive jokes about someone; excluding people from groups based on characteristics such as race, ethnicity, national origin, etc.

Isolating someone from others at work through subtle methods such as ignoring requests for help from coworkers who might be able to provide assistance but instead choose not to respond at all.

Why is micromanagement toxic?

The reasons why micromanaging is toxic are many. It’s a form of harassment, bullying, and emotional abuse that can have serious consequences for your health and well-being. Micromanagers also tend to be controlling and manipulative people who may have an unhealthy obsession with their own success at the expense of others’ well-being.

A toxic work environment isn’t just bad for employees; it’s also harmful to employers themselves because it creates a stressful environment where productivity suffers as employees attempt to deal with constant interruptions from their superiors (who are often trying to take over every aspect of their lives).

Conclusion

There are a lot of ways to approach the situation, and the most important thing is, to be honest, and direct. You likely have a good relationship with this person, so it’s okay to just bring up their micromanaging behavior without making it seem like an attack on them as a person.

Tell them that you don’t appreciate how much time they devote to managing every aspect of your life—especially when there are other people who could help out with those tasks. Don’t let them guilt-trip you into staying silent about it!

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