The Micromanaging Boss

I once left one of my favorite jobs.
Not because of the role. Not because of the company. Not because I wasn’t committed.

I left because of one person.

Over seven years, I had five different managers. Most were decent. One was exceptional. The last? A full-blown micromanager.

He held weekly 1:1 update meetings. Let’s be honest, they were really “idea extraction” sessions. He talked non-stop, mined my brain for insights, and then repackaged them as his own to leadership. He blocked my access to the top, made sure everything funneled through him, and tried to pass off control as communication by constantly oversharing.

It got so bad I would sit in my car in the parking lot, shaking and dreading walking in.

I went to HR. Not to file a complaint, just to ask for support. They nodded and listened, but there wasn’t anything they could do.

So, I quit.

And guess what? He was let go four months later.
But the damage was done. I had already walked away from a job I truly loved.

Lesson:
People don’t quit jobs. They quit poor leadership.

Here’s what the data says:

70% of employees say micromanagement kills morale
58% leave due to toxic cultures
65% resign because of burnout
75% of voluntary turnover is manager-related
(Sources: LinkedIn 2024 Survey / Gallup)

Micromanagement isn’t just a style. It’s a retention issue.

My advice:

If you’re managing people, take a moment to reflect:

Are you leading or controlling?
Are you building trust or getting in the way?
Are your 1:1s helpful check-ins or just status reports?
Are you truly open to feedback or just going through the motions?

And if you’re on the receiving end of this:

·     Document the patterns
·     Set boundaries
·     Ask for support once, maybe twice
·     Then start planning your exit

Your mental health isn’t worth someone else’s insecurities.

If any of this hit a nerve, you’re not alone. You don’t have to stick it out or wait for things to magically improve.

You deserve a workplace where you’re trusted, supported, and empowered. Not drained, silenced, or dismissed.

And if you’re in a leadership role, keep this in mind. If you’re not paying attention, your best people might already be planning their exit. Quietly.

Whether you’re trying to keep top talent or find a better fit, I’ve seen both sides. Let’s talk.

You're Hired!

Great Hires: That's One of Mine!

July 1, 2025
"That’s One of Mine!" After over 5 years in recruitment, there’s a moment I’ve come to love. I’ll be walking through a client’s office, chatting with someone in a meeting, or reading a team newsletter, and suddenly I’ll spot someone I placed, thriving. And I’ll smile and think, “That’s one of mine.” It never gets old. When a hire really works, you can feel it. The candidate is energized, the team clicks, and the company moves forward. It’s matchmaking, career chemistry, and good business all rolled into one. But not every match works. And when it doesn’t, it’s rarely because the candidate wasn’t strong. It’s usually because something didn’t line up. Sometimes the job changes after the offer. Sometimes the culture that was pitched doesn’t match the reality. On one occasion, I was helping a client hire a Plant Manager, only to find out later they gave the person the title of Director of Operations. The expectations were completely off, and unsurprisingly, it didn’t work out. (Yes, that actually happened.) And while I believe people can grow into stretch roles, there has to be alignment. If not, it sets people up for failure. And I get the call six months later that starts with, “Hey Heather, got a sec?” Now let’s talk about diversity. Many companies say they value it. But if a great candidate is rejected because they “might not fit the culture,” what does that really mean? If everyone is the same, how does a company grow? I’ve seen companies get this right. One of my large-format clients hires people with different backgrounds, supports language diversity, and has a leadership team that truly values its people. They don’t just talk about culture. They live it. Their retention is strong, and their team is thriving. On the other hand, I hear from employees at a large packaging company where micromanagement is the norm and leadership is known for a “my way or the highway” approach. I don’t need a review site to know what’s going on. Their people tell me directly. Let’s touch on sales. If you want someone earning $200K to join your team for $60K and a basic commission plan, you're going to have a hard time. High-performers move for a reason. They want challenge, innovation, strong culture, equity, or leadership that gets it. Why should they take the risk and leave where they are to join your company? How will you make it worth it? That said, I’ve seen companies take smart risks. One client hired a salesperson from an adjacent industry. New perspective, fresh energy, and it worked. What I know is this: the best companies are clear and consistent. They don’t oversell, they follow through, and they know that finding the right fit goes both ways. And I work hard to match people with the roles that fit them. Because when it works, it really works. And I get to say, “That’s one of mine.”

8 TIPS TO ELEVATE YOUR JOB SEARCH

June 29, 2025
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Land Your Next Job: Master Interviews, Research Employers, and Secure Your Best Offer

By looka_production_150570109 • June 29, 2025
This month, we're tackling three key areas of your job search: mastering the interview process, researching potential employers, and negotiating your offer. Whether you're gearing up for your next big interview or considering a job offer, these tips will help you make smart decisions and take your career to the next level. Mastering the Interview Process 1. Practice, Practice, Practice: Preparation is everything. Use LinkedIn's AI-powered Interview Prep Tool to get familiar with common interview questions and sample answers. Record your responses, get feedback, and refine your approach. For extra practice, check out Google's Interview Warmup . It’s a great way to sharpen your skills and get ready for anything that might come your way. 2. Master Your Story: Make sure you have a clear, concise narrative that ties together your experience, skills, and career goals. The STAR method (Situation, Task, Action, Result) is your friend here. It helps you frame your responses to behavioral questions, making it easy to showcase your value. 3. Prepare Questions for Your Interviewer: Remember, an interview is a two-way street. Come prepared with thoughtful questions about the company’s culture, growth opportunities, and role expectations. This not only shows you're interested but also helps you figure out if the company is the right fit for you. Know Your Potential Employer 1. Do Your Homework: Think of choosing a prospective employer like choosing a long-term partner. You wouldn’t move in with someone you barely know, right? Dive deep into your research using LinkedIn and Glassdoor to understand the company’s culture, employee satisfaction, and leadership. 2. Align Your Values: Take a close look at the company’s mission, values, and culture. Do they match up with what you’re looking for? Check out their recent news, products, and services to get a feel for their business. This insight is crucial not just for the interview but for deciding if this is the place where you want to grow your career. 3. Leverage Your Network: Tap into your LinkedIn connections or reach out to current and former employees for their take on the company. Informational interviews can offer a wealth of information that you won’t find online, giving you an insider’s view of what it’s really like to work there. Negotiating Your Offer 1. Know Your Worth: Before you start negotiating, make sure you know what the industry standards and market value are for your role and location. Sites like Glassdoor and Payscale can give you a clear picture of what to expect, helping you approach negotiations with confidence. 2. Beyond Salary: Don’t just focus on the paycheck. Consider other important factors like autonomy, flexibility, and recognition. What’s the company’s stance on work-life balance? Do they offer remote or hybrid options? These are just as crucial as salary when it comes to your overall job satisfaction. 3. Ask About Growth Opportunities: Career growth is key. Make sure to ask about training, skill development, and advancement opportunities. Find out if the employer is committed to helping you grow in your career. 4. Get Clarity on Benefits: Understand the full benefits package before you sign anything. What are their policies on vacation, health insurance, and retirement plans? Do they offer support for mental health or other wellness programs? Getting clarity here can make a big difference in your decision. 5. Be Ready to Walk Away: Remember, it’s okay to walk away if the offer doesn’t meet your needs. Know your non-negotiables going in, and don’t be afraid to say no if the offer isn’t right. Final Thoughts: Nailing the interview, understanding your potential employer, and negotiating your offer are all essential steps to landing a job that’s not just a good fit now but also supports your long-term career goals. Follow these tips, and you’ll be well-prepared to navigate the competitive job market and make informed decisions about your future.  Best of luck in your career journey!