How to deal with difficult managers

T

Tigerman

Active Member
Joined
Sep 29, 2011
Messages
66
Reaction score
0
Location
Cape Town
Constructive advice please from those HR specialists and MBA's please.

Let's say the boss/manager is not technically qualified to be in the post e.g. cadre deployment, a family appointee in a family business or he/she brown-nosed his/her way to the position and doesn't have a clue.

He/she won't take advice from specialist or professional employees but may get outsiders - 'expert friends', highly paid but inadequate consultants who don't know the environment of the firm etc etc - to give guidance. Frequent result, the staff must pick up the pieces because the firm was wrongly advised or no decisions were taken due to management confusion.

What should employees do, assuming they've tried to make a positive difference and need their jobs but are tired of being the doormat and getting the blame with things go wrong?
 
I'm not an expert on these matters but...

Your manager is responsible for your performance not the other way around. So if he/she stuffs up and you often find yourself working late hours and having your own performance impacted then if possible simply keep and update a log book or performance log of some kind for a while and don't lift one eyebrow when things go pear shaped. Don't even let it stress you, always work within your signed contract but never take on the burden that does not belong to you. That way if you do get poor review by your own manager or anyone else, warnings or be fired you can slam them for all their worth and use that log book to show what you are working on all the time (try get people to sign it often if possible if there is anything in your job that allows for this).

It is the company's fault for getting the inadequate manager not you.
 
Last edited:
I'd find another job. I know it isn't that simple, but if I were you, and given everything you just described... I wouldn't bother sticking around. I'd find something else, move on, and possibly in my resignation letter explain why I chose to leave. That way, when things do go wrong later on, you have nothing to do with it and they were warned.

80% of my job satisfaction is derived from the people I work with. I don't spend 80% of my time with the people, but it is the biggest factor. I can easily change my salary, change my work, change my hours, change how far I have to drive every day etc. I cannot change the people I am stuck with. I say move on.
 
AniV said:
I'd find another job. I know it isn't that simple, but if I were you, and given everything you just described... I wouldn't bother sticking around. I'd find something else, move on, and possibly in my resignation letter explain why I chose to leave. That way, when things do go wrong later on, you have nothing to do with it and they were warned.

80% of my job satisfaction is derived from the people I work with. I don't spend 80% of my time with the people, but it is the biggest factor. I can easily change my salary, change my work, change my hours, change how far I have to drive every day etc. I cannot change the people I am stuck with. I say move on.
Click to expand...

British actor martin clunes ('Men behaving badly') stars as Reggie Perrin in the BBC comedy (on DsTV). His boss doesn't have a clue and drives Reggie, a stand-up worker, to resignation, where he insults the idiot boss, nervous breakdown and almost suicide. This being comedy-world, the boss is eventually fired and reggie invited back. How many have been there?

If a 'force meets an immovable object' (the firm, government, banks, corporates) usually it must make way. Leaving ain't so easy, but its certainly a possibility, unless one unravels like reggie first.
 
You must log in or register to reply here.
Back
Top
Sign up to the MyBroadband newsletter
X