While speaking to a group of about 25 last night on teamwork and selected topics from Creating Passion-Driven Teams, I was asked what could be done when the “senior manager” at a location is an abusive micromanager. Paraphrased, the question went like this:

“What do you when the guy at the top is so oppressive that even middle managers are afraid of getting their heads bit off? He rules with fear and intimidation.”

Unfortunately, when this type of person is the owner of a company, not much can be done. Either one chooses to tolerate the behavior or looks for work elsewhere. Sad, but true.

However, in the situation described last night, the person described did not own the company—he was the on-site “in charge” person who reported to somebody. This provides another option.

The answer? Document, document, document. What this means is take careful notes about the date, time, and specific events as they occur. Record the conversation and the actions, but NOT your interpretation of them. In other words, document like this:

June 16, 12:30 PM: Jack walked up to Susan’s desk and said “What the *&%$* were you thinking? You’re worthless. Do I have to replace you? I could find a monkey that could do better work than you.” Jack’s voice became increasingly louder as he spoke. Two customers sitting in the lobby who could hear Jack’s lowered their heads, exchanged glances, and then walked out.

When enough of this type of documentation is gathered, a call or visit can be made to the corporate HR department.

Here’s how NOT to document, because it is merely interpretation and therefore won’t hold water before any labor board:

June 16, 12:30 PM: Jack got mad at Susan again, cussing at her and yelling, saying she could be replaced by a monkey. Customers left because they were embarrassed.

To a labor board there’s a huge difference between the two. The point is document facts and only facts. Just be sure that when you visit HR you emphasize that you’re a team player and you want the company to succeed. Also emphasize you don’t want repercussions from bringing this to HR’s attention!

Share This

Filed in Motivation, Management, Leadership, Team Building, Workplace, Corporate Culture