Made a terrible hire, trying to keep my team together.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sounds like you have put zero effort into mentoring her. This is going to be on you, boss.

A 40+ YO with that level of experience shouldn’t need that level of mentoring. Sounds like she’s skated through her entire career

DP. I’m not sure she needs mentoring but she certainly needs regular feedback and clear communication. OP is totally unclear about what “focusing on other’s work” means. Generally people don’t work in isolation, so if she sees some issues or room for improvement in other people’s work, that could be totally normal and relevant to her own work. I would not discount the possibility of her coworkers reacting poorly to perceived criticism by a black woman new to the job. In any event it is clear that OP is not going to do anything to make this better. An internal transfer would be the best move. Termination will likely result in a lawsuit, possibly a successful one, because OP is in fact giving major vibes of treating the employee differently based on race & gender.

I’m really not getting those “vibes” from OP. OP just seems like a lazy manager.

Well laziness is what makes things like implicit bias become more relevant. OP is too lazy to actually train his employee or support her properly. Much easier to blame it on “cultural misfit” in a way that amounts to unequal treatment. I wish OP would say more about the “scope” issues. I bet you anything that the white coworkers are mad at how the black woman “aggressively criticizes” or whatever.

Or maybe she’s just not a good hire.

You can’t advocate for DEIA requirements and then get mad when people strive to meet them.

um what?

I didn’t write anything unclear.

DEIA is Diversity, Equity, Inclusion and Accessibility (DEIA).

Many organizations are using guidelines for this to make requirements around hiring. When you hire someone of a particular background it’s a positive. So, the goal is not to hire unqualified people of a particular background. It’s to hire QUALIFIED people, which OP stated he believed to have done.

So, saying well you’re so biased and bigoted because you noticed her race is pretty stupid.

The point of DEIA is to notice. Remember if you don’t see color you don’t see me?!

You think the point of DEIA is to discriminate based on race?

DP. Please enlighten us as to what the point is instead of being all “um what” and feigning ignorance.

I’m not feigning anything. I made the point that OP and team may actually be acting in a biased way, and PP tried to make an idiotic gotcha point about diversity.

Actually I considered that maybe you were actually asking what DEIA was, because your response was so obnoxious I couldn’t imagine you meant it that way.

If you truly think DEIA doesn’t “discriminate” based on race, you don’t understand why it exists. That doesn’t mean I’m against it. In fact, I’ve participated for many years in activities to engage it in my work environment. But it DOES discriminate. That’s the whole point of it.

[Anonymous]

This sounds like someone who left my office six months ago. We were wondering how long it would take for their lack of effort, professionalism, etc. to be discovered. Said person was one of the worst co-workers ever. We were so happy when said person left. Total narcissist.

[Anonymous]

Anonymous wrote:This one’s 100% on me. We had funding for an additional position finally be approved about 3-4 years of ‘no not right now’ and pulled the trigger on a candidate who was incredible on paper (great education, great work experience, interviewed well) and was a diversity hire(simply a bonus, based off interviews she 100% was the best candidate). My team said ‘wait it out and let’s do another batch of interviews’. Last we did that, funding was pulled.

She has now been in role for about 6 months and is no better off than she was a month in. I’m constantly reminding her of her scope of work, to stop focusing on things that aren’t hers, and our monthly check ins don’t seem to be working. She refuses to assimilate to company culture (coming in for team meetings/executive engagement), & takes plenty of personal time during the day. It’s all around a bad hire.

My two other employees have been at the company for 7+ years, they are at wits end with her. Not only is she bad at her job, she approves things from our budget without reason & is condescending to the other people in the office. I’m not even sure how to handle this, completely over my head. This lady is in her 40’s so has been around the professional world for a while but she seems to function more like someone fresh out of college.

Do I push her out? Do we PIP her? I’m afraid if she isn’t removed, I’ll lose two other people on my team who are great. Anyone dealt with this before?

Well if you want honesty - I think you and your colleagues are set in our ways, have worked with each other for a while, and are having a hard time dealing with adjusting to having someone new to your group.

It's tough when someone completely new joins a group of people who have been working together for a while and have been set in their ways. Sometimes all it takes is a person formats something incorrectly, doesn't use the correct word in a email, or apparently doesn't pick up on the undercurrent of company culture right away and then everything the person does is just bad. Even when it isn't.

So how about you go to work tomorrow and start the day accepting that you and your colleagues are struggling and you and your colleagues might need support during this transition. Maybe there is some kind of facilitator that can come in and help you. And if the thought of requesting that embarrasses you or sparks an immediate no way! then you better be willing to do something yourself.

You think she is focusing on things that aren't her work? She just joined your employer 6 months ago. Did you ever think she is trying to learn all she can about all the various areas of the business so she can better understand the role of your team and her work into the larger organization? It's not unreasonable for a new employee to do that.

Monthly check - ins aren't working? How about casual check - ins once a week?

Taking too much personal time during work hours? Please. Don't even pretend that you and your colleagues haven't done the same in the past and do it on occasion now and will do it in the future.

(coming in for team meetings/executive engagement) - what does that even mean? Are employees required to come in for team meetings? Or is it something that you just think employees should do? Maybe the executive engagement isn't all that engaging or maybe it is something your conditioned to do but it's really not making any difference. She is looking from the outside in and it's easier to see worthless practices from that perspective.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This one’s 100% on me. We had funding for an additional position finally be approved about 3-4 years of ‘no not right now’ and pulled the trigger on a candidate who was incredible on paper (great education, great work experience, interviewed well) and was a diversity hire(simply a bonus, based off interviews she 100% was the best candidate). My team said ‘wait it out and let’s do another batch of interviews’. Last we did that, funding was pulled.

She has now been in role for about 6 months and is no better off than she was a month in. I’m constantly reminding her of her scope of work, to stop focusing on things that aren’t hers, and our monthly check ins don’t seem to be working. She refuses to assimilate to company culture (coming in for team meetings/executive engagement), & takes plenty of personal time during the day. It’s all around a bad hire.

My two other employees have been at the company for 7+ years, they are at wits end with her. Not only is she bad at her job, she approves things from our budget without reason & is condescending to the other people in the office. I’m not even sure how to handle this, completely over my head. This lady is in her 40’s so has been around the professional world for a while but she seems to function more like someone fresh out of college.

Do I push her out? Do we PIP her? I’m afraid if she isn’t removed, I’ll lose two other people on my team who are great. Anyone dealt with this before?

Well if you want honesty - I think you and your colleagues are set in our ways, have worked with each other for a while, and are having a hard time dealing with adjusting to having someone new to your group.

It's tough when someone completely new joins a group of people who have been working together for a while and have been set in their ways. Sometimes all it takes is a person formats something incorrectly, doesn't use the correct word in a email, or apparently doesn't pick up on the undercurrent of company culture right away and then everything the person does is just bad. Even when it isn't.

So how about you go to work tomorrow and start the day accepting that you and your colleagues are struggling and you and your colleagues might need support during this transition. Maybe there is some kind of facilitator that can come in and help you. And if the thought of requesting that embarrasses you or sparks an immediate no way! then you better be willing to do something yourself.

You think she is focusing on things that aren't her work? She just joined your employer 6 months ago. Did you ever think she is trying to learn all she can about all the various areas of the business so she can better understand the role of your team and her work into the larger organization? It's not unreasonable for a new employee to do that.

Monthly check - ins aren't working? How about casual check - ins once a week?

Taking too much personal time during work hours? Please. Don't even pretend that you and your colleagues haven't done the same in the past and do it on occasion now and will do it in the future.

(coming in for team meetings/executive engagement) - what does that even mean? Are employees required to come in for team meetings? Or is it something that you just think employees should do? Maybe the executive engagement isn't all that engaging or maybe it is something your conditioned to do but it's really not making any difference. She is looking from the outside in and it's easier to see worthless practices from that perspective.

Exactly this - it creates a certain narrative about the person in your head and everything else becomes confirmation bias.

She doesn't sound like a slacker if she's getting involved in other people's work. Maybe it's more like roles and boundaries are unclear.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This one’s 100% on me. We had funding for an additional position finally be approved about 3-4 years of ‘no not right now’ and pulled the trigger on a candidate who was incredible on paper (great education, great work experience, interviewed well) and was a diversity hire(simply a bonus, based off interviews she 100% was the best candidate). My team said ‘wait it out and let’s do another batch of interviews’. Last we did that, funding was pulled.

She has now been in role for about 6 months and is no better off than she was a month in. I’m constantly reminding her of her scope of work, to stop focusing on things that aren’t hers, and our monthly check ins don’t seem to be working. She refuses to assimilate to company culture (coming in for team meetings/executive engagement), & takes plenty of personal time during the day. It’s all around a bad hire.

My two other employees have been at the company for 7+ years, they are at wits end with her. Not only is she bad at her job, she approves things from our budget without reason & is condescending to the other people in the office. I’m not even sure how to handle this, completely over my head. This lady is in her 40’s so has been around the professional world for a while but she seems to function more like someone fresh out of college.

Do I push her out? Do we PIP her? I’m afraid if she isn’t removed, I’ll lose two other people on my team who are great. Anyone dealt with this before?

Well if you want honesty - I think you and your colleagues are set in our ways, have worked with each other for a while, and are having a hard time dealing with adjusting to having someone new to your group.

It's tough when someone completely new joins a group of people who have been working together for a while and have been set in their ways. Sometimes all it takes is a person formats something incorrectly, doesn't use the correct word in a email, or apparently doesn't pick up on the undercurrent of company culture right away and then everything the person does is just bad. Even when it isn't.

So how about you go to work tomorrow and start the day accepting that you and your colleagues are struggling and you and your colleagues might need support during this transition. Maybe there is some kind of facilitator that can come in and help you. And if the thought of requesting that embarrasses you or sparks an immediate no way! then you better be willing to do something yourself.

You think she is focusing on things that aren't her work? She just joined your employer 6 months ago. Did you ever think she is trying to learn all she can about all the various areas of the business so she can better understand the role of your team and her work into the larger organization? It's not unreasonable for a new employee to do that.

Monthly check - ins aren't working? How about casual check - ins once a week?

Taking too much personal time during work hours? Please. Don't even pretend that you and your colleagues haven't done the same in the past and do it on occasion now and will do it in the future.

(coming in for team meetings/executive engagement) - what does that even mean? Are employees required to come in for team meetings? Or is it something that you just think employees should do? Maybe the executive engagement isn't all that engaging or maybe it is something your conditioned to do but it's really not making any difference. She is looking from the outside in and it's easier to see worthless practices from that perspective.

I agree with you. About 2 years ago I joined a very small company where the most junior person was with them for 8 years. I tried everything I could to do my job correctly, but asking clarifying question about their existing process was perceived as "questioning their ways of doing things" and that "I don't believe in the process". I departed heart broken, but I know it wasn't fully on me.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sounds like you have put zero effort into mentoring her. This is going to be on you, boss.

A 40+ YO with that level of experience shouldn’t need that level of mentoring. Sounds like she’s skated through her entire career

DP. I’m not sure she needs mentoring but she certainly needs regular feedback and clear communication. OP is totally unclear about what “focusing on other’s work” means. Generally people don’t work in isolation, so if she sees some issues or room for improvement in other people’s work, that could be totally normal and relevant to her own work. I would not discount the possibility of her coworkers reacting poorly to perceived criticism by a black woman new to the job. In any event it is clear that OP is not going to do anything to make this better. An internal transfer would be the best move. Termination will likely result in a lawsuit, possibly a successful one, because OP is in fact giving major vibes of treating the employee differently based on race & gender.

I’m really not getting those “vibes” from OP. OP just seems like a lazy manager.

Well laziness is what makes things like implicit bias become more relevant. OP is too lazy to actually train his employee or support her properly. Much easier to blame it on “cultural misfit” in a way that amounts to unequal treatment. I wish OP would say more about the “scope” issues. I bet you anything that the white coworkers are mad at how the black woman “aggressively criticizes” or whatever.

Or maybe she’s just not a good hire.

You can’t advocate for DEIA requirements and then get mad when people strive to meet them.

um what?

I didn’t write anything unclear.

DEIA is Diversity, Equity, Inclusion and Accessibility (DEIA).

Many organizations are using guidelines for this to make requirements around hiring. When you hire someone of a particular background it’s a positive. So, the goal is not to hire unqualified people of a particular background. It’s to hire QUALIFIED people, which OP stated he believed to have done.

So, saying well you’re so biased and bigoted because you noticed her race is pretty stupid.

The point of DEIA is to notice. Remember if you don’t see color you don’t see me?!

You think the point of DEIA is to discriminate based on race?

DP. Please enlighten us as to what the point is instead of being all “um what” and feigning ignorance.

I’m not feigning anything. I made the point that OP and team may actually be acting in a biased way, and PP tried to make an idiotic gotcha point about diversity.

Actually I considered that maybe you were actually asking what DEIA was, because your response was so obnoxious I couldn’t imagine you meant it that way.

If you truly think DEIA doesn’t “discriminate” based on race, you don’t understand why it exists. That doesn’t mean I’m against it. In fact, I’ve participated for many years in activities to engage it in my work environment. But it DOES discriminate. That’s the whole point of it.

Oh ffs.

[Anonymous]

That you Matt?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I think you’ve got to micromanage her. Definitely weekly check-ins, ideally daily (just 15 mins). Status updates on everything, copy you on communications related to most significant projects, etc. Maybe it will improve her work product, maybe it will inspire her to start looking elsewhere, or maybe it will have no immediate effect. But it should be good for the other employees’ morale. They’ll see you’re doing **something,** and you’re handling the messes rather than them.

+1. Hopefully she hates being micromanaged and will start looking for a new job.

This. I’m a lot like her (though people don’t poorly review me and seem to like my work). I expect extreme flexibility because I’m taking a lower position than I’m qualified for because I’m mommy tracking. That being said, I’m responsive and I also am nice to everyone. I certainly don’t ever punch down.

Your girl will hate micromanagement. Make her do the work while you watch her as she shares her screen at least a few hours a day, ideally first thing in the morning and last thing of the workday. Start calling her for fire drills at all times.

She’ll quit soon.

Micromanage her into a harassment/discrimination lawsuit ?

Excellent point. You do not want to create a hostile work environment.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sounds like you have put zero effort into mentoring her. This is going to be on you, boss.

A 40+ YO with that level of experience shouldn’t need that level of mentoring. Sounds like she’s skated through her entire career

DP. I’m not sure she needs mentoring but she certainly needs regular feedback and clear communication. OP is totally unclear about what “focusing on other’s work” means. Generally people don’t work in isolation, so if she sees some issues or room for improvement in other people’s work, that could be totally normal and relevant to her own work. I would not discount the possibility of her coworkers reacting poorly to perceived criticism by a black woman new to the job. In any event it is clear that OP is not going to do anything to make this better. An internal transfer would be the best move. Termination will likely result in a lawsuit, possibly a successful one, because OP is in fact giving major vibes of treating the employee differently based on race & gender.

I’m really not getting those “vibes” from OP. OP just seems like a lazy manager.

Well laziness is what makes things like implicit bias become more relevant. OP is too lazy to actually train his employee or support her properly. Much easier to blame it on “cultural misfit” in a way that amounts to unequal treatment. I wish OP would say more about the “scope” issues. I bet you anything that the white coworkers are mad at how the black woman “aggressively criticizes” or whatever.

Or maybe she’s just not a good hire.

You can’t advocate for DEIA requirements and then get mad when people strive to meet them.

um what?

I didn’t write anything unclear.

DEIA is Diversity, Equity, Inclusion and Accessibility (DEIA).

Many organizations are using guidelines for this to make requirements around hiring. When you hire someone of a particular background it’s a positive. So, the goal is not to hire unqualified people of a particular background. It’s to hire QUALIFIED people, which OP stated he believed to have done.

So, saying well you’re so biased and bigoted because you noticed her race is pretty stupid.

The point of DEIA is to notice. Remember if you don’t see color you don’t see me?!

You think the point of DEIA is to discriminate based on race?

DP. Please enlighten us as to what the point is instead of being all “um what” and feigning ignorance.

I’m not feigning anything. I made the point that OP and team may actually be acting in a biased way, and PP tried to make an idiotic gotcha point about diversity.

Actually I considered that maybe you were actually asking what DEIA was, because your response was so obnoxious I couldn’t imagine you meant it that way.

If you truly think DEIA doesn’t “discriminate” based on race, you don’t understand why it exists. That doesn’t mean I’m against it. In fact, I’ve participated for many years in activities to engage it in my work environment. But it DOES discriminate. That’s the whole point of it.

DP

That may be true, but it's irrelevant here since OP said she was the best candidate they interviewed.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sounds like you have put zero effort into mentoring her. This is going to be on you, boss.

A 40+ YO with that level of experience shouldn’t need that level of mentoring. Sounds like she’s skated through her entire career

DP. I’m not sure she needs mentoring but she certainly needs regular feedback and clear communication. OP is totally unclear about what “focusing on other’s work” means. Generally people don’t work in isolation, so if she sees some issues or room for improvement in other people’s work, that could be totally normal and relevant to her own work. I would not discount the possibility of her coworkers reacting poorly to perceived criticism by a black woman new to the job. In any event it is clear that OP is not going to do anything to make this better. An internal transfer would be the best move. Termination will likely result in a lawsuit, possibly a successful one, because OP is in fact giving major vibes of treating the employee differently based on race & gender.

I’m really not getting those “vibes” from OP. OP just seems like a lazy manager.

Well laziness is what makes things like implicit bias become more relevant. OP is too lazy to actually train his employee or support her properly. Much easier to blame it on “cultural misfit” in a way that amounts to unequal treatment. I wish OP would say more about the “scope” issues. I bet you anything that the white coworkers are mad at how the black woman “aggressively criticizes” or whatever.

Or maybe she’s just not a good hire.

You can’t advocate for DEIA requirements and then get mad when people strive to meet them.

um what?

I didn’t write anything unclear.

DEIA is Diversity, Equity, Inclusion and Accessibility (DEIA).

Many organizations are using guidelines for this to make requirements around hiring. When you hire someone of a particular background it’s a positive. So, the goal is not to hire unqualified people of a particular background. It’s to hire QUALIFIED people, which OP stated he believed to have done.

So, saying well you’re so biased and bigoted because you noticed her race is pretty stupid.

The point of DEIA is to notice. Remember if you don’t see color you don’t see me?!

You think the point of DEIA is to discriminate based on race?

DP. Please enlighten us as to what the point is instead of being all “um what” and feigning ignorance.

I’m not feigning anything. I made the point that OP and team may actually be acting in a biased way, and PP tried to make an idiotic gotcha point about diversity.

Actually I considered that maybe you were actually asking what DEIA was, because your response was so obnoxious I couldn’t imagine you meant it that way.

If you truly think DEIA doesn’t “discriminate” based on race, you don’t understand why it exists. That doesn’t mean I’m against it. In fact, I’ve participated for many years in activities to engage it in my work environment. But it DOES discriminate. That’s the whole point of it.

DP

That may be true, but it's irrelevant here since OP said she was the best candidate they interviewed.

OP believed that. She also said the rest of the team wanted to hold off on the hire, which could be another way of saying “this candidate ain’t it.”

[Anonymous]

Monthly check-ins are useless. Less than useless. I can’t think of a time when I wanted to tell my manager something and was like “ok, I’m fine waiting a month”

[Anonymous]

I also love how you slipped in the “she’s a POC” so that the Karens around here could latch onto that.

[Anonymous]

Anonymous wrote:I also love how you slipped in the “she’s a POC” so that the Karens around here could latch onto that.

The people latching on are you and your like.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This one’s 100% on me. We had funding for an additional position finally be approved about 3-4 years of ‘no not right now’ and pulled the trigger on a candidate who was incredible on paper (great education, great work experience, interviewed well) and was a diversity hire(simply a bonus, based off interviews she 100% was the best candidate). My team said ‘wait it out and let’s do another batch of interviews’. Last we did that, funding was pulled.

She has now been in role for about 6 months and is no better off than she was a month in. I’m constantly reminding her of her scope of work, to stop focusing on things that aren’t hers, and our monthly check ins don’t seem to be working. She refuses to assimilate to company culture (coming in for team meetings/executive engagement), & takes plenty of personal time during the day. It’s all around a bad hire.

My two other employees have been at the company for 7+ years, they are at wits end with her. Not only is she bad at her job, she approves things from our budget without reason & is condescending to the other people in the office. I’m not even sure how to handle this, completely over my head. This lady is in her 40’s so has been around the professional world for a while but she seems to function more like someone fresh out of college.

Do I push her out? Do we PIP her? I’m afraid if she isn’t removed, I’ll lose two other people on my team who are great. Anyone dealt with this before?

Well if you want honesty - I think you and your colleagues are set in our ways, have worked with each other for a while, and are having a hard time dealing with adjusting to having someone new to your group.

It's tough when someone completely new joins a group of people who have been working together for a while and have been set in their ways. Sometimes all it takes is a person formats something incorrectly, doesn't use the correct word in a email, or apparently doesn't pick up on the undercurrent of company culture right away and then everything the person does is just bad. Even when it isn't.

So how about you go to work tomorrow and start the day accepting that you and your colleagues are struggling and you and your colleagues might need support during this transition. Maybe there is some kind of facilitator that can come in and help you. And if the thought of requesting that embarrasses you or sparks an immediate no way! then you better be willing to do something yourself.

You think she is focusing on things that aren't her work? She just joined your employer 6 months ago. Did you ever think she is trying to learn all she can about all the various areas of the business so she can better understand the role of your team and her work into the larger organization? It's not unreasonable for a new employee to do that.

Monthly check - ins aren't working? How about casual check - ins once a week?

Taking too much personal time during work hours? Please. Don't even pretend that you and your colleagues haven't done the same in the past and do it on occasion now and will do it in the future.

(coming in for team meetings/executive engagement) - what does that even mean? Are employees required to come in for team meetings? Or is it something that you just think employees should do? Maybe the executive engagement isn't all that engaging or maybe it is something your conditioned to do but it's really not making any difference. She is looking from the outside in and it's easier to see worthless practices from that perspective.

Exactly this - it creates a certain narrative about the person in your head and everything else becomes confirmation bias.

She doesn't sound like a slacker if she's getting involved in other people's work. Maybe it's more like roles and boundaries are unclear.

Agree. Perhaps OP is being vague to keep out identifying facts, but the "complaint" about the new hire, as written, barely seems like a legitimate complaint at all. It sounds like you are basically trying to get rid of her because you don't like her ("bad fit") and realize that is a bad look given she's a POC.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I think you’ve got to micromanage her. Definitely weekly check-ins, ideally daily (just 15 mins). Status updates on everything, copy you on communications related to most significant projects, etc. Maybe it will improve her work product, maybe it will inspire her to start looking elsewhere, or maybe it will have no immediate effect. But it should be good for the other employees’ morale. They’ll see you’re doing **something,** and you’re handling the messes rather than them.

+1. Hopefully she hates being micromanaged and will start looking for a new job.

I wouldn't even call it micromanaging. She is causing problems with her current work practices.
I might even schedule some regular group meetings so that others can see that you are checking in. Yes, it's time-consuming, but less so than the alternatives.

Agree. When a person is failing at the job, it's just called managing. Employee is the problem, manager is the solution.

Micromanaging is a negative term that implies unnecessary guidance/interference with someone who is already doing an excellent job and doesn't need interference and make-work. Micromanaging usually comes from two types of managers: 1) type A/OCD control freaks; 2) someone in over their head who doesn't know the job well enough to report up, so is trying to learn by micromanaging strong performers. Both are toxic managers. Manager is the problem, strong employee is going to quit.