Definition of micromanagement
Micromanagement occurs when managers unnecessarily interfere with, involve themselves in and overly interact with you and your work on a regular basis. It is often unwanted and uncalled for attention that begins to subtract value from the performance of not only yourself but also fellow colleagues. It can include behaviour such as:
Bullying according to the law
Section 789(1) of the Fair Work Act 2009 (Cth) states that a worker is bullied if:
Section 789FD(2) provides that ‘reasonable management’ carried out in a ‘reasonable manner’ does not constitute bullying.
When micromanagement constitutes bullying
In A.N.  FWC 6285 (31 October 2014) the Fair Work Commission held that bullying can be evidenced by micromanagement if it is coupled with an intention to bully. In this case the Commission considered that if a manager, motivated by the desire to terminate a worker’s employment, micromanages that worker, such conduct may amount to bullying.
In A.B.  FWC 3353 (4 June 2015) the Fair Work Commission held that management must be carried out in a ‘reasonable manner’. Whether action taken by a manager is carried out in a reasonable manner may depend on:
It should be noted that in this case the Commission stated that an increase in performance management and/or review will not necessarily constitute bullying especially if that change is necessary for the organisation to survive financially.