When Your Boss Won't Let Go: Navigating Micromanagement in Creative Work

The Challenge of Being Watched Too Closely

We've all been there: that sinking feeling when your manager hovers over your shoulder, questions every decision, or asks for updates on work you submitted an hour ago. Micromanagement is one of the most frustrating workplace dynamics, especially in creative industries where autonomy and trust are essential for good work to flourish.

If you're dealing with a micromanager, you're not alone. This behaviour is surprisingly common and can leave you feeling disempowered, anxious, and questioning your own abilities. The good news? There are practical ways to navigate this challenge whilst protecting your wellbeing.

This question was answered by Nicky Bryson, Principal and Co-founder of Sayers Brand Momentum and a highly experienced brand strategist with expertise in organisational culture and leadership dynamics, and Martine Beaumont, founder and CEO of Select Wellness with over 30 years of experience as a psychotherapist and executive coach specialising in workplace mental health. Andy Wright served as host, founder of Never Not Creative and CEO of Streamtime.

Understanding the Root Cause

Before you can address micromanagement effectively, it helps to understand where it comes from. As Nicky explains: "Micromanagers are often coming from a sense of anxiety themselves which means they want to control everything around them. They might have a low sense of self-worth themselves or something they're dealing with and so they're getting power and safety from controlling you in essence."

This insight doesn't excuse the behaviour, but it can help you respond more strategically. Micromanagement typically occurs when there's a breakdown in trust and support, and unfortunately, you might need to be the one to rebuild that foundation.

Don't Take It Personally

One of the most important things to remember is that micromanagement usually isn't about your performance. Martine emphasises this crucial point: "Really important not to personalise it. What I find when I'm coaching people in various organisations is some people make it about them and interpret it as they're not doing a good job and then they get into this spiral of self-doubt and self-criticism."

When you're being micromanaged, it's natural to assume you've done something wrong or that your work isn't good enough. But more often than not, the behaviour reflects your manager's own insecurities or anxieties rather than any shortcoming on your part.

Take Control of the Situation

Rather than becoming defensive or withdrawing, try taking proactive control of the management relationship. Nicky suggests: "Be positive, candid, specific. Say 'cool, I will report back to you by next Thursday.' You take control of the management of your job or whatever they're micromanaging. Positively take control of it and set boundaries yourself so they can't do that for you."

This approach works because it addresses your manager's need for control whilst giving you back some agency. By setting your own check-in schedule and communication boundaries, you're meeting their need for updates whilst preventing constant interruptions.

Redirect Their Focus Upwards

Another effective strategy is to gently remind your manager of their actual responsibilities. As Nicky puts it: "Ask some questions about vision, ask them questions about planning, ask them questions about their job. Remind them that is their job and kind of force them to think about their job to get out of yours."

This technique works particularly well because it redirects their energy towards strategic thinking rather than operational control. It also demonstrates that you understand the bigger picture and can work independently within it.

Build Trust Through Open Dialogue

Martine recommends using gentle questioning to encourage self-reflection: "Ask some open-ended questions at appropriate times around 'how do you see me getting to a point where you don't have to sort of look over this?' or 'when do you think you'll get to a point where I'll be able to do this independently?'"

These questions serve multiple purposes: they show you're committed to improvement, they get your manager thinking about delegation, and they open up a conversation about expectations and timelines for increased autonomy.

When Professional Support Might Help

If micromanagement is severely impacting your mental health or career development, it might be worth seeking professional guidance. A workplace counsellor or coach can help you develop specific strategies for your situation and provide support as you navigate these challenging dynamics.

For immediate support with workplace issues, Never Not Creative's Support Line offers free introductory legal advice for workplace concerns including bullying and harassment. If you need crisis support, you can find resources at our Where to Get Help section.

Finding Community Support

Dealing with difficult workplace relationships can feel isolating, but you don't have to navigate these challenges alone. Never Not Creative's Circles are peer support groups specifically designed for creatives facing workplace challenges. These confidential, non-competitive spaces allow you to share experiences, learn from others who've faced similar situations, and develop practical strategies for managing difficult relationships at work.

Moving Forward with Confidence

Remember, micromanagement is a common workplace challenge that many people successfully navigate. By understanding the root causes, taking proactive control, and building trust through open communication, you can often improve the situation significantly.

The key is to remain professional whilst protecting your own wellbeing. You deserve to work in an environment where you're trusted to do your job well. With patience and the right strategies, you can often help create that environment, even with a micromanaging boss.