As Asian employees, we are less likely to voice our opinions regarding our managers. Most of us are brought up in cultures that speak highly of teamwork and harmony. To complain about an issue would be to disrupt the harmony and flow of the workplace. As an executive search firm in Singapore, we are aware of the unsavoury effects that micromanagement has on an employee.
Studies have shown that a micromanaging boss can lead to higher turnover rates, lower productivity as well as an increase in employee resentment. It is unsurprising that there are a lot of consequences associated with micromanagement. Reports have shown that employees who are micromanaged often suffer from detrimental side effects such as burnout and mental health issues.
Once affected, these problems are harder for an employee to recover from. However, unlike our western counterparts, the way to handle a micromanaging boss in Singapore differs slightly.
Understanding Differences Between Asian and Western Cultured Workplaces
It might seem weird to split the two workplaces and pinpoint the differences. However, pointing out the differences can help us understand what to expect and do in a Singaporean workplace. Some interesting differences between the Singaporean and American workplace to consider are:
A. Singaporean workplaces and culture are not highly individualistic
The difference between individualistic and collectivistic cultures are simple. Individualist offices are more independent — with people who tend to focus on themselves more and success as a single person. Collectivist cultures on the other hand are more focused on teamwork and growing as a whole. Employees in these offices tend to look after one another because they prioritise team togetherness.
As with many Asian cultures, research shows that Singapore tends towards being a collectivist society. Another way to look at this would be to observe workplaces and organizations in Singapore the same way you would a family. As such, the role of a manager can be likened to having the nurturing role of a parent. And you wouldn’t want an employee (child) to go against their parents — to maintain the harmony of the family. This leads employees to restrain themselves from directly verbalising opinions that would appear as being "rebellious".
B. Employees in Singapore offices are conflict avoidant
In spite of being a cultural melting pot, Singaporean employees generally adhere to a set of Asian cultural traits that dictates their public persona. For example, it is important to be seen as being modest and humble - over being loud and abrasive. Public conflicts are uncomfortable and are often avoided. Most times, employees prefer to settle any disputes behind closed doors. Other times, these thoughts are not brought up at all. The mindset and attitudes can be observed at meetings and in-person discussions as well.
C. Singaporean employees do not like uncertainty or the unplanned
We live in a society where the majority of its residents dislike things that they are unable to predict. Ambiguity brings anxiety to Singaporean employees and the workplace. In the local office, the majority of employees abide by the rules and regulations, no matter how painful it may seem. This could make it difficult for more vocal employees to give feedback to managers about their toxic leadership style.
More information about differences between the Singaporean and American office culture.
3 Tips for Dealing with a Micromanager in Singapore
The culture of the Singaporean workplace can make it harder for employees to call out problematic managers and micromanaging leaders. Below are some tactful ways to deal with a micromanaging boss in Singapore. We hope you find this useful!
1. Give suggestions on how you like to be managed
Not all micromanagers are aware of their problematic management style. One way to bring the topic up in a casual way would be to provide your manager with suggestions on how you like to be managed. Do you prefer a manager who provides you with constructive criticism? Or would you prefer a calmer and quieter environment for you to concentrate in? Perhaps you’d prefer a more empathetic manager like the one featured in this article.
The key here would be to identify the way you like to be managed and then let your leader know. Don’t know what type of manager or management style you’d work best in? This article that highlights some of the best qualities and winning traits of modern-day leaders might just be helpful! Alternatively, you may suggest having weekly meetings scheduled with your manager instead. This might just allow the hovering and micromanagement to stop. Sounds like a great deal yeah?
2. Ask your boss how you can improve
Appeal to the sense of collectivism that bosses in the Singaporean workplace will appreciate. Ask your boss for ways you can improve your work. You want your boss to understand that you intend to collaborate with him. If your manager replies with a, “but you already are”, it may just be the right time to tell your boss that you need independence and space to complete your tasks on time.
During this discussion, it’d be great to try and connect with your boss to earn their trust. It is obvious that the root cause of micromanagers is the lack of trust. Try to brainstorm for ways that you and your team can earn back the trust of your boss. It would also be great to identify the cause for this mistrust. What were some of the problems that led to your boss’ need for micromanagement?
3. Provide anonymous feedback
If all else fails, you might want to provide anonymous feedback during the yearly company survey. This allows you to be direct about the unsavoury management style, without putting the attention on yourself. But remember to keep it professional! Make sure that your feedback is direct but that it is also positive, candid and specific.
What are some interesting ways to deal with a micromanaging boss in Singapore? Share with us your tips in the comments section below!
Read More: How to Be a Better Boss in 4 Easy Steps