#micromanagement

My manager is only capable of micromanaging, nitpicking, and creating problems out of nothing. That's it. That's his whole shtick. How these people get promoted is beyond me.

What’s your thoughts? It’s hard enough to operate week to week with limited payroll, fixed activities, conference calls, the micromanaging and now we have CAC walks next week. I’m curious to see how thorough these walks actually are and what the overall company percentage of passing stores is.

I will miss being told to turn my camera on from my manager while he never has his on.

Here are Verizon Wireless's senior management PRIORITIES and nowhere will you find the customer!

1- SLACK! You will be ON SLACK at all times, it's the number one priority of directors and senior directors. 2 - You WILL show your FACE on WebEx. No more hiding... turn your camera on or else the wrath of directors and senior directors will come down on you with a screaming hissy fit. 3 - Wash and repeat 1 and 2, don't mind the customer!.. Just tell them you are sorry you are busy on SLACK and showing your face on WebEx... you will have to get back to them later when you can pull yourself away from Slack and showing your face on WebEx.

My boss micromanages so badly that I’m torn between begging him to let me do my job or laughing when he confidently (and wrongly) corrects things he has no clue about. He slows everything down and still acts like he’s right. Please tell me this isn’t just me.

Nothing you do is good enough for some managers. They have to nitpick everything, completely missing the bigger picture. It's exhausting and demoralizing. How are we supposed to get anything done when we're constantly looking over our shoulders?

My old boss set the tone. Mistakes were part of learning, and the team thrived because of it. When he retired, it hit everyone hard.

His replacement was hired from the outside and immediately started yelling over small mistakes and micromanaging everything. He’s slowed us down, morale is tanking, and half the team is trying to leave. Promoting from within would’ve made far more sense. At this point, I can’t help wondering if this outcome was by design.

This micromanager is harassing our team by asking passive aggressive questions regarding which day in the week are we going to be in the office. Funny thing is the he won’t even talk to us in the office much and stays on his useless calls.

Every member of our team has different day preferences and one can’t predict set schedule.

Company policy says that we can pick any day of our choice.

I am on wits end.. as if everything else going on is not enough .: we have this person sniffing on our necks

Where can I report this ?

I’ve been at WF almost 10 years and never really heard of anyone getting inconsistently meets until last year, where good and hard working colleagues told me in confidence their managers gave them IM rating. I also noticed that on this site, there appear to be more topics related to this rating. Is this a new thing at WF? I have been an individual contributor so never needed to give rating, but I am finding that the IM’s are coming not because the employees are doing a bad job, but because their managers are micromanaging everything. It makes me want to voluntarily leave as I don’t want to fall victim to this. The ones who I know personally who received IM were shocked when they got it. Some of them had an exceeds rating the year earlier. One of them was only in their role for a few months.

Not sure if it is just my team/ leader or it is coming down on all other teams / Fidelity as a whole but there is an obvious added micromanagement since the start of the year. Whoever is dictating this will be looking at higher turnover ratios before the end of the year as the associates are humans not machines. Nothing enjoyable or rewarding about working here at this point. Sad to see this happening at what has been a great company to work for until recently.

Pretty bad when a company doesn’t trust its own employees, managers, senior directors that everything is monitored—-in excel lol

Yes, excel spreadsheets! lol sometimes even MS Forms.

Let’s suffocate the employees and ridicule their every move then wonder why the business is failing. People who micro manager have no business as managers, more so, no business as a director, senior director, especially the VP positions. All this goes to deaf ears. Let’s make another “anonymous” employee survey.

I work here and I have been watching the same issues cycle over and over again.
morale keeps dropping people keep leaving and leadership keeps acting suprised!!!
so here is some advice from the floor take it or ignore it...

Nothing else matters if frontline managers are bad, you can roll out new programs every quarter and none of it sticks.\

Train managers how to lead people not just how to chase numbers.
Standardize expectations what does good leadership actually look like here how do you evalute people how do promotions work!?

If a manager has constant complaints about favoritism or micromanaging stop protecting them..

Retrain them or move them out!!!

Judge managers on retention engagement and team health not just output...

a lot of frustration comes from not knowing what job we are actually doing day to day.
Define roles clearly what is in scope what is not especially for territory and service roles.
Pay and bonuses need to match the real workload including on call time...

Stop combining two or three jobs into one role without premium pay, that is not efficiency that is explotation!?

Sales and service being mashed together is burning people out fast!!!

career growth right now feels like something people whisper about in meetings.
Publish clear promotion criteria by role and time in seat.
Ki-l relationship based advancement everyone sees it even if leadership pretends they dont...

Address age bias instead of pretending it does not exist.
If you push development programs tie them to actual promotions training that goes nowhere is just busywork..

Corporate training does not match field reality fix that.
Policies should apply the same everywhere unless there is a legal reason they cant.
Working hour rules should be simple clear and enforced not flexible only when it helps the company...

HR should be accesible to frontline employees not just managers!!!

If someone is on call pay them fairly or reduce expectations.
Remote work should be allowed where the job allows it if the work gets done stop micromanaging.
Targets need to reflect actual staffing levels not imaginary ones...

Not everything is an emergency the constant fire drill culture is exhausting!!!

We are being so micromanaged now it’s unbearable.

My direct manager got promoted with zero training and no real leadership skills. I was micromanaged on minor tasks, while big project decisions went unchecked. Communication always felt passive-aggressive, and any mistake I made got used against me in performance reviews. Favoritism ran rampant. People who constantly flattered the manager got all the praise, while those actually performing well were ignored. And he's now in an even higher position. Make it make sense.

The people are smart, supportive, and easy to work with, especially offshore IT teams and there’s a real sense that everyone’s pulling in the same direction. Management gives you room to do your job without micromanaging, and the focus on long-term thinking makes the work feel meaningful instead of rushed. It’s a solid, positive environment overall. Five star company for sure.

I noticed an opening in this department. Does anyone have experience or know anything about working for this department? Do they use Verint? Do they micromanage the heck out of you? I presently work for Humana , just trying to get away from the horrible management I have presently.

Regionals should be let go too. What CVS doesn't need is another useless middle management position crabbing about metrics. That's exactly what's wrong with CVS. DL's are bad, regional directors are worse. Stores do not need constant micromanaging. What stores need is support in the form of hours and staffing, and better wages/benefits. Field leadership adds ZERO value to stores when all they do is crab at you because you didn't meet some arbitrary metric of the month. Meanwhile there's only 2 people working and it's crazy busy. Store visits by higher-ups are nothing but dog and pony shows because they don't want to see how things really are. And THAT'S why field leaders need to go.

Has anyone actually looked at an org chart recently? DDAT has more directors, VPs, lead directors, AVPs than they know what to do with.....yet they push the bottom feeders to do 4x the work for a 2016 salary. Its becoming simply gross. Ive also noticed some teams where the entire team is "away" all day long, yet here i am a loyal ethical employee being micromanaged l. Nothing makes semse in this company at all.

Gotta make sure you stay on the right side of management

Dan said he won't use Slack. If my little green light isn't on I get an inquiry as to why not. Now I will just tell the bosses to go Slack themselves.

I work in new team, we deliver "nothing" because PO talk like he is on dr-gs changing his mind every second week. Moreover he is micromanaging us not to do stuff, it feels like he don`t want us to deliver this and prove idea was ....

I was bored last sprint so I did more than a task which would my high school kid do to experiment. As a result I got to listen to a "talk" for "doing wrong stuff". At same time we have a guy in team which delivers ZERO and its fine.

I am starting to hate software dev as I am not even allowed to do anything any more. Like I wanted to be engineer to build things, have solutions to help some with something, not to sit 50% of my day on meetings and deal with architects which cant even write hello world and their git is totally EMPTY, but they can say AI AI AI... and agentic AI.

I did not receive a single valuable training in the "research" field we are doing, but my training backlog is full of useless trainings about nothing like that AI joke we got inspire shout out recently :D.

I am starting to think to quit without other job, because most I hate in my career is when I can't do work because it make others look bad.

Anyone else see similarities to Cares and Targets 10-4 program?. Thought micromanagement was bad before now they have daily observations, other branch employees spying on each other ans numerous new click counters that will be a reason to deny annual incentives. Wish we could just opt out of the incentive plan and be left alone to truly focus on the job not bean counting.

IT is primarily focused on India, and I dislike this trend. They are the main reason for disruptions in US work culture, often exhibiting micromanagement. We had very great leaders, they were let go to be replaced. Any organizational announcements or changes were only meant to promote "birds of a weather flock together". Look at org chart and when you know budgets are tight, chop off the managed services. Additionally, leadership, including directors and VPs, seems to be accepting kickbacks from managed services to bring in cheaper labor. I'm uncertain about what the future holds for American workers and the next generation. US jobs and companies are for US people not for Asians.

This company has the most micro managing toxic leadership ever. Avoid it if you can. The pressure is productivity. It's a sweatshop. Leadership will smile while they stab you in the back. Hypocrisy is big here.

For 11 years I had the kindest manager, a year ago that changed and they split up our team, because he was promoted. Rightfully so.. My Manager now is so micromanaging I am suffocating. In every email and slack message she asks you to reconfirm everything you supply her. Triple the work on each task. She has been with the O for 28 years, and started as an admin. Kudos to her for rising through the ranks. Not well liked or respected locally, by default they promoted her.. . To live a more healthier life I am looking for a new job. Will that solve all my problems, not really. However I will most likely be spending less time in the bathroom from the stress. Peace and love all.

ISG Engineering leadership, the SVPs and above are abject failures. They have absolutely no clue what’s going on are talentless and got to where they are either because the talented people left or they got a package. Going to meetings with them and listening to the philosophize about S@S is ridiculous or hearing them bicker about the d-mbest thing is just embarrassing. You are embarrassing yourselves and your too stupid to know it.

They’re in capable of changing and being any better than who and what they are today. You try to raise the bar, get them to improve and they absolutely cannot. The engineers can but their leadership just can’t get their mind out of their myopic way of working. They think they’re top notch engineering leaders but when you try to challenge them they just fall apart and complain.

They’re incapable of creating anything innovative, and getting them to actually invest in anything is a chore. They’re 100% manufacturing and operations leaders and that’s about it.

The culture these leaders have built in the short time they’ve been in place is horrible. They’ve put in place a micromanagement structure masked by “S@S” which is just a control mechanism because they have no talent. When you have talent you need much less process. By putting impediment processes in place they’re putting a culture of blame in place.

They’re too arrogant and ignorant to even know they’ve taken the organization backwards at least 5 years. At the end of the day, you didn’t earn your role. People left and had nobody else. You play politics instead of having talent, people with talent intimidate you so you sideline them. You polish your rock, thinking you’re a varsity team, while in reality you’re still in a freshman league.

It appears that top leadership has been making frequent visits to this site. While their presence may be intended to demonstrate oversight or support, it has raised concerns among employees about the underlying agenda. Many perceive this level of involvement as a form of micromanagement, which can be demoralizing for the broader team.

These visits are often conducted with significant comfort and catered hospitality, perhaps to maintain favorable impressions. However, this creates a contrast with how resource allocation is handled for employees at operational levels. When project teams need to travel overseas, cost-cutting measures are strictly enforced, with limitations on the number of travelers and budget constraints. This imbalance can lead to frustration and a sense of inequity.

To rebuild trust and morale, leadership could focus on transparency in their purpose for site visits, demonstrate genuine engagement with employees at all levels, and ensure that organizational policies reflect fairness and shared responsibility.

Micromanagement, no innovation in person 5 days 9 hours, for what? for the stock to drop 50%!
even now they didn't learn anything, we were told not to day trade in the office.
work on innovation , learn from paypal. just silos, too much process for years. too many slackers , just talking non stop 9 to 6 in the office, how will that create Next Gen Products ?

they said all is well but there will be silent RIFs. thats the only way to pumpup the stock.

I lost all my gains from working out and became fat working day and night for this company. Now I don’t even complete my tasks and management is micro managing me/constantly asking me to present things about AI to the team. I don’t hang out with friends as much and have very little time to date/do activities.

I’m only 2 years out of college and know getting fired/PIP will likely force me out of tech forever and into low-skill no degree required work but that is concerning me less every day.

Our teams work so hard even being short staffed. Last week we had a great visit from our regional! Then this week our market manager came in and ripped us! The club looks the same as last week! So if a sign is a little crooked, or a pallet not on the line, we fail. Is it like that everywhere?

I predict that I’ll be terminated for cause. With decades of service, numerous awards and accolades, the company will use that to not pay my severance of six figures. All because I didn’t spend eight hours a day three days a week being a desk jockey in a cube farm.
I spent decades trying to perform exceptional service every single time. Focus used to be on getting the job and the projects completed.
This new form of micromanagement is challenging to navigate with so many new detailed company policies to observe.
I really used to like this company. My 9 to 5 was actually 5 to 9 as I found my work extremely gratifying.
So, if I don’t have any severance paperwork to sign with the disparagement clause, then hello social media, my new friends. I’ll be happy to tell the world about the inner workings I’ve seen over the past several decades. Stephen King, I might have a new horror story for you.

I've been here for a year and I've come to realize my manager can’t let anything go. He changes directions mid-project, gives out bad info, and sticks his nose into things he clearly doesn’t understand. Every decision turns into a meeting about making his own boss happy instead of getting the job done. It’s exhausting and makes it really hard to get any work completed efficiently. Is this a known Wells Fargo thing or did I just get very unlucky?

In recent interactions, I’ve noticed a shift in leadership approach where supervisors are prioritizing directive control over collaborative friendliness. This manifests as micromanaging daily tasks, decisions, and workflows, which can feel overly authoritative rather than supportive.
While clear guidance is appreciated, this “bossy” style risks demotivating employees by limiting autonomy and trust. It may lead to reduced creativity, higher stress levels, and lower job satisfaction, as team members feel their expertise isn’t valued. For instance, constant oversight on routine matters can stifle initiative and make the work environment feel restrictive rather than empowering.

Why centene managers are doing more micromanagement and have very high expectations. Is there too much pressure coming from top management. I have never worked with any company with this kind of work pressure

It was asked if Imperial would consider work from home arrangements for those who are not able to relocate. The answer was a resounding NO - as the Company values collaboration which is most effectively achieved through face-to-face interaction. What a LOAD of crock!! Collaboration can be achieved in many diverse forms, Imperial just wants to micromanage because they don’t trust their employees! Everyone knows they allow that set-up on select people (the “favorites”)

It has been said time and time again that Return to Office is not mandated. Yet leadership has mentioned that there will be people walking around auditing who is present. Has Cisco gone full on micro managing?

Predictions indicate that ExxonMobil may face significant layoffs in 2025 due to ongoing cost-cutting measures and restructuring efforts.

Context and Predictions

Recent discussions among employees and industry analysts suggest that ExxonMobil is preparing for substantial workforce reductions over the next few years. Concerns have been raised about the company's commitment to achieving $7 billion in structural cost savings, which may lead to layoffs across various departments and locations, including key operational areas in the United States and internationally.

Employee Sentiments

Many employees express anxiety about job security, citing a culture of increased micromanagement, turnover, and a push for higher productivity with fewer resources. There are indications that the company may continue to outsource jobs and reduce benefits, further contributing to a challenging work environment.

Financial Performance

While ExxonMobil reported strong financial results in the second quarter of 2025, including earnings of $7.1 billion, the company is also focusing on cost-saving strategies to maintain profitability amid fluctuating market conditions. This dual focus on financial performance and cost reduction may lead to difficult decisions regarding staffing levels.
ExxonMobil

In summary, while ExxonMobil's financial health appears robust, the combination of cost-cutting initiatives and employee concerns suggests that layoffs could be a significant aspect of the company's strategy moving forward into 2025. Employees and stakeholders are advised to stay informed about developments as the situation evolves.

We lost a great manager. They decided to nuke our department for no good reason and then handed the pieces to someone who loves micromanaging and playing politics. I went from enjoying my job to dreading it within a few weeks. Again, for no good reason! This place makes no sense to me.