At Peeplcoach, we run hundreds of coaching sessions every week with emerging, current, and senior leaders. And while every leader faces unique challenges, some struggles are universal—regardless of age, gender, seniority, experience, or industry.
Lack of time. Limited resources. Competing priorities. Managing change, stress, and chaos in tough market conditions. But today, we’re tackling a big one:
How do I get my boss to stop micromanaging me and let me do my job?!
Let’s be clear—this isn’t just an issue for emerging leaders. We coach board directors, CEOs, and managers at all levels, and at some point, the same conversation comes up:
“How do I get my manager to trust me to do my job?” Or, in more extreme cases, “How do I stop my manager from breathing down my neck every second of the day?”
The truth is, there are many reasons why a boss might struggle to let go. Some are conscious, some aren’t—but the solution always comes down to one thing: clear communication and trust.
Before we share the tips, ask yourself the following questions:
How are you presenting yourself as a leader? Trust isn’t given—it’s earned. Do you follow through on commitments and meet your deadlines? Do you consider different perspectives, or are you focused only on your own needs?
Do you have the right skills? Do you actually have all the skills and experience required or do you have some gaps? Do you ask you ask for help and take feedback or do you become defensive?
Would you trust YOU in your manager’s position? Be honest.
Consider your boss’s point of view and intentions:
- Do they genuinely believe they’re helping by stepping in because you are overworked or busy?
- It is just a habit that they step in. Have you communicated that you have everything under control, and you don’t need their help?
- Perhaps they just like and miss the work they used to do when they were in your role, so they keep doing it instead of giving you the opportunity to learn and develop.
- Or—hard truth—they might not trust your abilities just yet.
Like every relationship, the manager-employee dynamic is unique. But here are seven ways to build trust and gain more autonomy.
7 Tips to Get Your Manager to Trust You
1. Understand Your Manager’s Expectations
Trust starts with clarity. If you don’t know what success looks like, how can you deliver it?
Ask specific questions when given a task:
- What are the key guidelines, such as budget or strategic issues, I need to be aware of?
- What is the deadline, or when would you like me to update you on my progress?
- What are your major concerns about this project or task?
2. Address Their Concerns Head-On
We recommend being open and transparent here to uncover any conscious or unconscious bias. Ask, “What concerns do you have about me delivering this project?” This encourages an honest conversation and allows you to address any doubts.
If micromanagement persists, get specific:
- “What would I need to do for you to trust that I can deliver this to your satisfaction?”
- “I feel like you don’t fully trust me—what can I do differently?”
3. Don’t Get Defensive with Feedback
Not all feedback is fair, but it’s always real—to the person giving it. Instead of getting frustrated, be curious. Why does your manager feel this way? What risks do they see? Learn from their perspective and their experience.
4. Meet Deadlines. Every Time.
This relates to Point 1, and we’re repeating it AGAIN. You can only be trusted if you are trustworthy. Do you:
- Deliver on time?
- Meet KPIs?
- Follow through on commitments?
Or do you make excuses, blame others, get distracted, or avoid communication, hoping to fix things later? Of course, things go wrong, and you’ll miss a deadline now and then—but you need to communicate it. Don’t just miss the deadline and hope no one notices.
And don’t wait for your boss to check in—take control of the updates. Proactively share progress before they feel the need to chase you.
5. Ask for Help (Yes, Really)
The world is changing rapidly, and we’re all facing business situations we haven’t dealt with before. That means we all have a lot to learn.
You’re not expected to know it all. In fact, the best leaders aren’t afraid to ask questions. Seeking guidance isn’t a sign of weakness; it’s a sign of professional maturity. Find mentors, gather insights, and learn from those with more experience—including your manager.
6. Invest in Your Own Development
This follows from Point 5. The most successful leaders are lifelong learners. It’s easy to say, “I don’t have time,” but the best leaders make time. And here’s the kicker—it’s not your manager’s job to develop your career. That’s on you. Take control.
7. Communicate and Share Your Plan
To create trust in the first instance, develop your plan—including your approach, potential risks, clear actions, and timelines—to ensure that you and your manager are aligned. When your boss is on board, you’ll gain more support, and you’ll build mutual trust.
And who knows? They might actually have some valuable insights.
Final Thoughts
Delegating and trusting others isn’t always easy for managers, but by following these steps, you’ll give them every reason to empower you.
Want to develop your leadership skills further? Check out our coaching programs or follow us on LinkedIn for more insights!
