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How do you deal with a Problem Manager

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by lodai 6 views

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I am one of 6 IT Support people in our dept and our Manager is one of the most inept people I have ever met/worked with. He is a typical "YES" man to anyone above his position, but to anyone equal or what he deems "beneath" him, every request is an automatic and emphatic "NO". Every annual budget that he submitted for our dept. was so thin that our OT budget for past years was blown in January. We are barely keeping our heads above water with the equipment that we use. When we request equipment upgrades he says that he can do his job fine with what he has. His managing style is to leave whenever a situation arises, then when it is solved, he takes the credit for it. Talking to him about this was akin to beating our heads against a brick wall that has been reinforced with another brick wall. We have brought up these problems with his boss, as well as HR. BUT he has pulled the wool so far over their eyes that our group has been labeled a "problem group" and that anything we say is not to be believed.

Help!!! Any ideas out there as to what we can do?

137 replies

by tben

I used to have a problem manager as well, he gives an automatic and emphatic "NO" to any suggestions and ideas from everyone (including the IT Dept), unless someone is willing to summon the ultimate beast (AKA Management) to chew on him. And usually, at the request of the Beast, his answer will turn from a NO to an immediate "YES".

Revert divert all his responses to the general users.

But main strategy is not to remain unhappy with him. Because us being upset and full of wrath will help the situation. Alot of times, I survived by playing him in his own game. Citing him as the reason to all the "NO" and leaving the dirty work of summoning the beast to the rest of the users or requestors.

By doing so, he will not be able to pull anymore wool before the general public. And hopefully, the managment will see who are the real people that are responsible for the "problem group".

I always quote my own opinion before answering any queries from the users, before quoting "his" opinion.

It took my management 1 3/4 of a year to realise this problem and he was terminated after a long period of suffering.

by mchap03

I am surprised that no one has suggested to post your bosses resume to any of the job web sites that exist out there.

In fact its simpler to create someone else's resume than yours. Next you know, that person recieve's a better job offer and leaves, or upper managment finds out that the manager is looking and is no longer around. Bottom line, you no longer have a problem.

Its sneaky and maybe un-ethical, but its a solution.

by sven thirion

I can't believe you suggested this. This is totally unethical!!! I really hope you're kidding! This is NOT a solution. What if someone doesn't like you decides to submit your resume and got you fired? How would you feel?

I agree with the previous post to go directly to the management, as a group, not by yourself, otherwise you might be looked upon as being a 'trouble maker' and they might fire you instead of having to replace a manager.

Better might be to quote him when a user comes to you with a problem: "sorry can't do ..." and yes, keep a record. Create a paper trial of your correspondence. Have your suggestions, requests and his "no" on paper.

by r.e.man

I think this is a great idea! Heh heh heh ...

One can say a lot about such an action, but "unethical?" How? ("What if someone doesn't like you decides to submit your resume and got you fired?" strikes me as a non sequitir -- unless you deliberately submit your boss's resume in reply to a blind ad you know to have been placed by your own company!)

You're not forcing her/him out of a job. You're not lying. You're not cheating or defrauding. To be nice, you might keep her/his name confidential (so it doesn't get back to your company). And you should keep the resume truthful.

S/he may be contacted, but can always say no, and if s/he's bothered, s/he can request removing the resume from the site where it's posted. OTOH, if something better comes along, it could be a win-win situation.

The only "ethical" question in my mind concerns the effect on the unsuspecting future employer, potentially saddled with a real dunce. (But, then, this would be true also if your boss had posted the resume on her/his own.)

by bbaltas

I've never thought of this. I just might give it a try at the company I work for.

by johanv

in a professional field. Thank God that managers generally have more common sense to believe rubbish such as what you are dreaming up.

Can I let you in on a secret? Management actually discuss job searches and individual managers either coach replacements or hire their replacements themselves.

Your suggestion will backfire and your CV will reflect it for a lifetime.

by it security guy

You should update your resume (which you should be doing every 2-4 months anyway) and then start taking copious notes. Every time he says no, write down exactly what happened, who was involved, where you were, etc. Then try to get his no in an email so there can be a paper trail as much as possible. Ask for reasons why he said no and try to fingure out a good plan and reason for doing whatever needs to be done, so when his bosses ask why something has not been done, you can give them your plan for implementing your idea. The biggest thing to remember is not to make it seem personal. Keep everything professional and act in the best intrests of the company and users so no one can say you are jealous or anything else. I did the same thing for a bad manager I had and in the end, he was dropped from the company after a contract we were workign on had expired and there was no other work for him.

by workin4$$$

It sounds like you're ready to get promoted. You talk about budgets, long-term planning, etc.

One of the keys to power is to take the credit for other people's work. That's what he's doing. He's good at it, or he wouldn't be getting away with it. If you truly dislike him, and don't really care what happens to his future, only what happens to yours and your co-workers, you sound ready to lead them.

You need to devise a plan of attack. It may take you months to acheive this goal, but long-term planning and a little deception will get you everywhere.

1. The first rule is to never look better than your boss. Never appear (at least to him) to be funnier, smarter or better at anything. If he has any insecurities, they'll be played on and he'll suspect you're either up to something.

2. Conceal your true intentions - This goes for you co-workers too. If they're your friends, doubly so. Trust friends outside of work, trust co-workers to do their jobs. This distinction is curcial to your eventual success. If your boss doesn't know what you're up to, the easier for you to plan it.

3. Say less than necessary - The more you say, the more common you appear and the more likely you are to say something stupid. Powerful people tend to impress and intimidate by saying very little. It's hard to get a reading on someone that doesn't reveal their hand. I like to occaisionally use vague statements to enhance this reputation. It also builds an air of mystery around you. People are naturally attracted to the mysterious. This will enhance your stature further.

4. Win through actions not words - You could argue with someone for years, and they'd never see your point, or even if they did, they'd be too pig-headed to let you win. It's admitting defeat. If you PROVE it though, and publicly, there' no denouncing it.

5. Pose as a friend to your boss, but really you're spying on him (Keep your friends close, but your enemies closer) - Now don't take this the wrong way. Spying can simply mean that you're probing him for weakness, not looking for ammunition to lock him up or get him fired. Weakness can be found through casual indirect questions. This is best done at social events, or in some kind of relaxed atmosphere. By Suppressing your own personality, you can make people reveal more about themselves than you can possibly imagine. If suspect he's lying about something, act as though you believe the lie, and he'll prove he is for you.

6. Crush him - Once you do attack, make sure that you don't go half-way, or he'll seek revenge. He must be totally crushed. No hope for his reputation or job.

Make no mistake, you're going to war. If you like your company and your co-workers, fight for it. Use deception, coupled with selective honesty. I can't give you specifics on when the right time to go to war is, however, that you'll have to decide based on particular situations and his own strength within the organization. You're best not to attack until his defenses are down, and you're best not to do it while he's at the height of his power.

You could try a number of strategies, such as building up his own confidence to an unreasonable level, and watching him explode.

Whatever the result, go to the mattresses. It's time to take what's yours.

Enjoy...

by gtownhill

I'm not part of this kind of world, being a harmless academic, but I found your advice very interesting.

by stepmonster

I work for someone almost exactly like the one described here, except that you can add racism and bigot to his resume as well. I'd sure like some way to beat him at his game, but being a 'girl' and not quite 'mean enough' I could use some coaching. Where do you blog?

by jeffersnet

Women are usually so much better at playing the games and maybe you aren't mean enough but that certainly doesn't come from gender.

by workin4$$$

It's about resolve. Think of your boss and everyone you work with in these terms. If they had to choose between your job and theirs, which would they choose?

After years of working and paying attention to what people say, I've come to realize that people are continually positioning themselves in positions to try and obtain and hold power. I haven't yet figured out whether or not this can be a subconscious thing as well or not. I would say it can.

People are always playing games psychologically. The sooner you come to the realization that it's more prevalent than you at first thought, the better.

Take the 80/20 rule that someone posted on here. It is my belief that 80% of people don't really know that they're playing mind games, or politics or whatever you call it.

NEVER make those superior in rank and title feel inferior to you. They will just resent you. The only time this is acceptable is if it's common knowledge that this person is on their way out the door. If your boss has demonstrated his/her own ineptitude so much that whole office is talking, it's time to stop letting him/her take credit for your work. It's time to start prove his ineptitude in a meeting, surrounded by his superiors.

As long as you're sure that they think he's worthless, this tactic will make him look doubly so. Not only that, it will prove your worthiness for the role he'll be vacating once he's been chopped.

I make a strict rule not to mix business with pleasure. My colleagues are never my "actual" friends. I met all my friends in other ways. My colleagues are there to work, and so am I. I am very clear about this distinction.

I've never hired a friend for the same reason. Gratitude is something that can be very dangerous. If you've given a friend a job, you're doing them no favours. In fact, you may be damaging their ego. They will indirectly feel as though they didn't deserve the job, and will eventually turn on you. History is filled with stories of friends turned enemies, it's been proven time and time again.

Practical politics is not an easy thing to learn. It takes patience, resolve and a strong stomach.

Anyone can learn it, however, I do warn you that not everyone can turn it off. You don't want to be playing power games at home with your spouse or your children. Your spouse is your partner, not an enemy.

Over the next several weeks, pay attention to people's actions. Particularily when they're upset or angry about something. Try to figure out the TRUE reasons behind their emotions. You will eventually start seeing people in new ways. Learn what everyone's "button" is. How to make them do things for you. Never appeal to someone's charity when you want them to do something for you. Make it seem as though whatever you're asking them is in their own self-interest.

I could go on for a long time, but I have some people waiting to see me in my office. They were here 10 minutes early, so I made them wait. Never go to other people, always find a way to get them to come to you.

by givemejava

You could be a CEO!

This is the sort of two faced, back stabbing repugnant behavior that makes the work place so miserable. Remember of course, that after you do in your boss, there will be a large number of people seeking to do the same thing to you. Do you want that?

If you like your job and want to advocate for your peers organize and form a union. Do not trust HR, as they will ALWAYS side with management unless the behavior is obviously illegal (e.g. sexual favors exchanged for raises).

There is no reason why you need to be promoted to management toady, with the need to wear chain mail to turn the knives of back stabbers. Deal with it up front in a calm, professional and principled way. ORGANIZE!

by rbosgood

I was in a simmilar situation. I had a boss that had no people skills what so ever. I had tried for 3 years to get a commmunication flow going with him. I never did establish it. One day he called me into his office and told me that he was writing me up for too many errors. He had documented 3 in the last 6 months. I think that if I worked 800-900 tickets in that time frame that 3 errors would not be excessive. I became concerned with my future there and went to get advice from the HR rep. She told me that he was one of the companys BEST employees. he was always there when needed. He routinely works 80 hour work weeks and they think he walks on water. She suggested that I go back and work it out with him. I set up the meeting and talked to him. when I suggested that there is a communication problem. His reply "I have no problem communicating, if there is a problem, its YOUR problem" and then he reminded me for the 5th or 6th time he could fire me at will. He told me he did not want to do that, but when lay off's come around (we knew it was coming), my name was at the top of the list. You may have noticed that this stuff is in the past tense. He was true to his word, I am now laid off and trying to find work. 52 is not a great age to try to get an IT job. anyway, think long and hard before talking to HR unless you have something pretty substansial to work with on your side.

by shadowpassword

People like to work for the sort of person that started this discussion. The "Art of War" behavior would last only as long as it took to achieve his/her goal.

The backstabbing repugnant behavior is what his boss is currently engaging in - something the s/he wants do away with.

Sounds to me like he and the group have already tried to deal with it up front without any success.

The "Art of War" advice is sound. Take it.

by tlea

Just a warning, when you start dispatching your professional "enemies" in this manner, you start to become the very thing that you despise.

by marathoner

people who are perfectly well intentioned and who have the idea to make something technical or to help people get jobs and get totally frustrated with bosses like this and so it drives them to behave like this. They become so focus on the plan to defeat X that they completely lose focus on the job they were doing, and so they become another grist in the corporate mill. Then they get promoted and they spend all their time defending their little corporate selves ... who has time to do any actual work. Sheesh!

by wayne m.

There are really two primary approaches in this situation, either adjust how one deals with the boss or leave and hope the new boss is more to one's liking. I usually recommend the former.

A boss's job is not to automatically say yes to all of the requests from his staff; the boss needs to have some level of justification to approve a request and the amount of justification will vary from boss to boss. Will the boss request the same level of justification when his superiors make a request? No. This may not be fair, but it is reality.

For the next spedning request, do a little bit of research ahead of time. Determine the costs, include initial costs, hardware needed, and ongoing license or maintenance agreement costs. Devise a list of benefits that will accrue. It is probably best to write all of this up in a one page memo or short e-mail (verbal communication may not give your boss sufficient time to reflect upon the request). If the boss still says no, ask him if you can gather some statistics on what the status quo is costing the company. If he still says no, drop the issue.

As an aside, resist the urge to be vindictive, as at least one comment above suggests. That is a no-win situation. Make your boss look good. If he is viewed as a good boss, this will reflect well on you. If the boss is viewed as a poor boss, your efforts will only make you look that much better. If you cannot do this, then find a new position.

When making a request, one needs to speak the boss's language and provide the information he needs to make the decision. Treat the issue of getting requests approved like any other problem, and apply one's problem solving skills to determine what the boss needs to say yes. As long as one presents an adequate case why the request makes things better, then any boss will be compelled to say yes, just for his own self-interest.

by lodai

Thanks for all the good replies. Definately some food for thought and options that I had not considered.

by mukesh_onnet

Hi buddy,
[option 1] Talk to seniors --> But they will look it as a part of some politics.
[option 2] Live with things as it is --> If you can adjust then be there and forget about what's all happening.
[option 3] Quit from there --> You cannot change a company, Your complaint will not change the manager, Just quit and find a new suitable place.

If I'll be in your position then I prefer to choose third option.

by sudhindrashamanna

Wait and watch. Don't think your boss's bossses are dumb. Most probably they know what's happening or else you are employed in one hell of a place.
Be diplomatic and wait. Time takes care of everything.
Don't leave unless you want to do something drastic. Who knows, you may land in a worse place.

by sawyerch

God has a great sense of humor but his timing sometimes sucks. Management will take a few hits for the "Yes" man, but eventually he'll get his just desserts. Do your job, smile, and wait. I had a boss once who was hired to fire all managers including myself. When he was done they fired him on Xmas Eve. Years later he walked into my office seeking a job. He didn't recognize me. It was wonderful, God got even and we both smiled. I didn't hire him and enjoyed watching him walk out of my office. When your boss gets him, and he will, help him pack and walk him out to his car and hold the door open. You're seen as a nice person, and you'll enjoy it so very much.

by jeffersnet

Time does not take care of situations in certain places. Unless I didn't wait long enough, 15 years....... very long years...

by gmetcalf

One possible approach might be the 'planning for success' tack. You say that he won't invest in the support envirnoment, and that you are struggling to keep your heads above water?
How about doing a bit of forward planning, and putting together a forecast of how the support load is increasing (using real and verifiable figures), and how your department will be able to respond with the kit and resources that you have now. Take into account any increase in headcount, workload or new applications in your supported population. I'll bet that you can put together a good case for complete collapse in the (not too distant) future unless some investment is made! Send this to your boss, and don't forget to cc: *his* boss. With any luck someone might see that something will have to be done.

Sure, he might take the credit for it - but you'll get the new kit!

by mdmenterprises

Hi all,

Just a quick reply to this one. Over the years I have worked for quite a few bad managers (Brown Nose's). All they want to do is to look after themselves and nobody else.

The best way I have found to deal with these people is to either leave the job for something better OR GET EVEN WITH THEM BY SETTING THEM UP FOR A VERY BIG FALL. Now to set them up will take time but it works every time and finally their manager/senior management will finally realise what they have done by not listening to you that the problem is with your boss and not you and your team. Everybody in your team must be committed to do this or it will not work.

by nct_buyer

Our group started out with five techs and our IT director, who has been here for going on 36 years. Two of the techs transferred to a new group focused on database management, leaving me here with two 20- somethings, with college degrees and our manager. The two younger guys, can get him to believe anything they tell him is gospel, while I have to fight to document all of my facts to try to get any progress made. At the same time these two guys can get away with sitting around twiddling their thumbs and put off anything they're assigned to do until it becomes a major issue with someone higher up screaming at the manager.

I'm at a major university and can't afford to go looking for a new job elsewhere, because I'd lose the educational "discount" for my kids.

by jphoeke

At one of my previous places of employment, the good ole boys network was alive and well. We had one of these managers foisted upon us and the desktop team of over a dozen people was able to see this within the first week. It turns out that the 4 top people were looking for transfers to different departments at the same time.

We all just happened to find transfers at the same time and the company had a policy that if you were in a department for more than 1 year, you only had to give 2 weeks notice of the transfer and there was nothing the boss could do.

All 4 of us transferred out on the same day. At this point, upper management realized that they screwed up. But rather than fire the guy, they just stripped him of even more responsibility.

Rather fun watching from another department.

by mross01

I can tell you that this manager is in bed with other managers. I have seen this situation over and over again. You are in a no win situation. The best bet is to put your best foot forward, don't rock the boat and make your boss look good (after all that is what your job is).

The thing is this is everywhere. And the complaining is everywhere. Employees will always complain this way, because they don't understand what is going on at a higher level, but this is for your manager too. He probably is not happy with the situation, because he knows his team is not happy.

The best thing to do is keep your mouth shut. If you don't you will be looking for a new job.

I repeat this is a no win situation unless you get in bed with him and get a good reputation above him. This doesn't mean you won't fall to, if management above him turn on him, but it's less likely. Right now you have given management a person to point a finger at and believe me you will be the first fall guy if you act disgruntal at all.

All managers deal with things that cause employees to think they are enept. Maybe he is but most people are promoted to their level of incompentance anyway, so you will find this is everywhere, there is no getting away from it.

His biggest mistake it sounds like is that he is not communicating why he is making decisions to you. This is normal for most managers, something I have avoided in my career, but when it came down to is telling to much usually get a manager in trouble.

Have sympathy on him, because he is probably dealing with the same issues you are.

If he is there then the upper managers probably like him and that should tell you where you stand and what you should do.

by lehongsm

We are fortunate enough to be working in environments where e-mails has become an acceptable method of communication. I for one have found myself in a similar situation and the only way I ultimately overcame this was to send e-mails to him and copy his boss. This way the boss always knows what issues have been raised, I insisted on every communication to be confirmed through e-mail.

If he omits to put his boss in e-mails, I reply and ensure that his boss is copied. Even if its a "Thanks for the info" type of e-mail.

In this way whenever he runs away from issues, I escalate to his boss. I do not resolve issues that I will never receive recognition for.

Hope this helps.

by rkalk

I found this e-mail the boss, and CC his boss method to be the best. This not only covers your tracks while building a case against the inept manager, but will build a favorable reputation for yourself as someone who.....

1. Gets the job done
2. Refuses to be the fall guy
3. When Fit hits the Shan your boss is stuck holding his own pink slip.

by christineeve

Hi there!
I suspect you're a very nice person to work with. And, you've put up with this situation for a long time and just can't take it anymore.

Unlike another poster, who's eloquence is only outdone by his "Dangerous Liaisons--kill or be killed" suggestions, I'd like to suggest a couple of easy-to-do suggestions that don?t include game-playing and charades.

If you haven't, pick up an older book called, "How to Win Friends and Influence People." You can check it out at the library, too.

Also, consider taking a class on dealing with difficult people. There is an online class with a company called, www.ed2go.com for about $119.00 US dollars that offers a class on this subject. Or you can look into books or articles on the subject might help.

Keep in mind, this guy or gal maybe your manager, but he or she is still a person, so using these techniques might help.

Why quit? You've spent years developing your own unique set of skills and knowledgebase at your firm. See if you can stay and learn to how to deal with this person better by changing how you react to him or her.

I wish you good fortune and much success.

by jaredh

I am glad to know that I am not the only one out there who has to deal with poor management. I am in a very similar situation. My bosses boss has no interest in fixing the problem. HR has acknowledged the problem, but claim that they can't do anything to fix it.

I read a really cool book called The 5 dysfunctions of a team. I wanted to find out the why's of our departments situation.
Here are the dysfunctions:
1) Lack of trust. Because my boss is a liar, no one trusts him.
2) Fear of conflict. My boss is scared to death of anyone giving him some constructive conflict. It has to be his way, no matter how dumb it is. So, he motivates by fear, so no one will present any other info.
3) Lack of committment. Because of the first 2 issues, employess don't want to go the extra mile, have no loyalty and do the bare minimum just to get by.
4) Avoid accountablity. This is how the boss pulls the wool over HR eyes. He always puts the blame on someone else & can never take responsibility for his own actions.
5) Ego. Put yourself before the team.

Our IT department is crumbling quickly. Because of these dysfunctions. Getting angry is not the answer. I know because I have already tried it. I really try to point out these dysfuctions to all who suffer through them. My boss gives me less grief than others because he knows that recognize these dysfunctions and that he is the cause of most of them, if not all. I also try to hold him accountable in my own way. He has a policy of emailing. Well, I follow that and I have proven to him on more than one occasion that he is in fact the screw up and I had it on paper to prove it.
If he makes a bad budget decision, then I come back and say, you are the one who rejected neccessary upgrades, this issue is your problem.

by steve-nyeoka

Document everything. Peroid.

Make honest and open use of e-mail to document helpful recommendations and suggestions.

Then save them (print if necessary).

Otherwise focus on the job. Do your best. If you can take it anymore, jump ship. Just go on your own terms, when you are good and ready. I spent 11 months and one job and 7 years at another.... in both cases it was time to go, but I waited until I found something better.

by shaun.richards

FINALLY!... some mature and responsible advice. No cloak-and-dagger stuff and backstabbing required - thanks for the refreshing viewpoint.

by wayfarer

Scenario, manager was promoted from within and 2 people in the department are long time friends. They get first choice on vacation days and as it has been publicly stated by this manager, if he gives one person a 3% raise he must take it away from another. So guess who gets the better raises, typically comes in late and leaves on time or early and rarely makes quota? BTW, a recent audit by QA did not award those workers high scores but with my 2% I was, and am the top performer. What to do?

by bluebayou

Wayfarer, I have no advice but do commiserate. Here, the IT group has been mostly taken over by a group of cronies who all went to the same college and all belong to the same religion. Try competing with a peer who is high in the local church hierarchy! When your tech lead belongs to the "in" group, you have a long row to plow to get recognition. The only way to get ahead here is to transfer to a group led by a "gentile," ...or convert!!!

by Member 32650361

Been there, done that-- an been stupid about it once or twice, too.

This is not a tenable position. Some of the advice above is good-- at least for the short term, but you will not get any credit for it where it will do you much good. I would prepare to leave but preferably do so once you have a new postion to go to. Then address your resignation to his boss-- that takes the matter up an extra level (by not doing this I lost an opportunity for support in an earlier life).

You don't need to address any specifics in your resignation except to say you have another position. If your company has an exit interview policy or his boss comes to you directly then you can address your reasons more cogently-- but be diplomatic enough then so that your next job is not sabotaged before you get there.

by shyamiyer_123

Hi,
U need to make him take an escalation of a typical priority 1 call which he has probably ignored and is effecting the buisness or the management eg,storage,vulnerability etc.

U cld arrange ur team to do a penetration test and even expose him with regards to security threats .Also make the management understand how it would effect the productivity by blindly following him

by scotty059

I read the replies and many were excellent. I worked in Toronto for many years and found most if not all of my managers were not team players. Your boss is not one either.
I moved from Toronto because the boss always seemed to get the credit for my ideas and suggestions, soon I stopped putting in my ideas.
I was tired of being stepped on, and I was also tired of constantly doing little odd jobs(asked to do them) and never even getting a thank you.
Your boss is an eighties style boss and needs to be kicked, woken up to the fact that companies now need to work together and use teamwork to get ahead and get things done. If your manager doesn't want to do that, he should be fired.
I hope you can resolve this situation, because if something or someone doesn't, he will drag the rest of you down with him, and you don't deserve that.
Good Luck

by raycaldwell73

I understand exactly what you are going thru, I've worked with an incompetent manager (a non-technical one for that matter) and she is just tottally clueless with any decision making. One big mistake is that she didn't or doesn't want to take the time to want to learn or at least comprehend the daily activities that I do and I couldn't deal with the talking "apples and oranges" discussion with her, but besides me, he own team (which are technical writers) don't even feel that she has leadership qualities, so that right there is a warning flag in itself and she has an inept VP she reports to that protects her at any cost (so that's a double-whammy). And no matter what, you are always to blame for any mishaps. In situations like that, it pays to documents things (which is something I failed to do). But either way, in cases like that, it's a no win situation, HR usually always sides with the boss/manager.
Just leave and find a manager that will appriciate your talents. Even though all bosses/manager have their issues, some are more tolerable than others, that's all.....Good luck!

by tantor

I had a boss that was exactly the same way. Dumb as a doornail, had HR in the pocket, treated us like red-headed stepchildren.

I tried for about two years to improve the situation and to make some common ground. But the more we got accomplished, the more credit he took.

At some point, the lightning bolt hit me that the worst thing I can do to him is let him stand on his own. So I fenagled some training out of him and left.

The biggest problem you face is not the Manager. It's his association with HR. Even if he was gone, if HR considers you a "problem", then you will be a "problem" forever. Idiot managers can be avoided, but the people who finalize and approve raises will not go anywhere. They will always be in your way.

Time to cut your losses and move on. It sucks, because with the exception of that manager and the fire breathing HR chick, I loved that job. I got lucky and found a much better situation to be in.

And justice will come. After I left, he decided he would "show me" and went in and erased my digital existence, including any service accounts I had created. They apparently didn't have a successful backup for 8 months after I left.

by spinner of websites

"After I left, he decided he would "show me" and went in and erased my digital existence, including any service accounts I had created. They apparently didn't have a successful backup for 8 months after I left."

how sweet justice is indeed!!!!

by rcsteinbach

Yes, I agree that it is the Management, not the manager, that is the problem. Those that are fooled for very long WANT to be fooled for a reason. They see your group as the "problem child" and as long as he management, not the manager, stays the same, nothing will change.

You can either try to "regain" their trust of your group. Unfortunately, I suspect you have been trying to all along and you are getting nowhere. Now you are at the end of your rope and need help.

Then you have two options. Since you will never get respect where you are, you could transfer to another group. Big companies have many positions to transfer to if you make true friends somewhere else. Just think for a moment: Remember that cool project you did for (such-and-such other department)? Couldn't they use a technical consultant as you learn something new? Wouldn't that be an awesome job? A new part of management that would trust you for a change and give you respect!

The last and final option is to move out. If you stay there, it will happen sooner or later so make your move before you alienate everyone. First, try to find a job with the same pay. If you haven't found one within, say, two months, start knocking down your expectations.

by rocjoe71

For goodness sake, just get another job somewhere else. Every extra day you stay at that company is making your "inept" boss' position in the company that much stronger.

Besides, you're supposed to be working on building your carreer, how are you supposed to do that in a position where you're struggling to get the work done?

Go find a better job and MOVE ON.

by dunn37214

I was in the EXACT same situation that you were in. In the space of around a year he took one of the best positions I've ever been in and destroyed the morale of the entire department. You can't win that fight. It sounds like he's got H/R and upper management blinded by his "nose skills" so it's time to more on. He has his eyes on your group to weed out the people he doesn't like...and no matter how good you are he'll find something...or just make something up to get rid of you. Find another job away from him. Your health is more important. I've been out of that situation almost a year now and while it's been a struggle sometimes with cash flow...my health and general attitude is 1000% better.

by r.e.man

I worked for a major southern-based consumer electronics retailer, who at the time was just beginning to go head-to-head in markets against a major way-northern-based consumer electronics retailer.

My manager liked surrounding herself with sycophants; and was apparently threatened by anyone with brains and experience (almost all of whom transferred, quit, or were fired). Her style was sanctioned by management above her. (With all due respect to my southern friends, perhaps this reflected a more authoritarian view of business organization held in the South, rather than the more "cooperative" view elsewhere. Maybe I'm aksing for it with such a statement ;-) ... but this is my theory!)

This was ten years ago, and since then the northern company has been kicking the butt of the southern company. Based on my experience, this did not come as a surprise. Autocracy doesn't work well!

So inasmuch as you find corporate support for a bad boss, market forces might one day put you out of a job anyway.

by sjohnson175

we do have more IT pretenders per capita and company structure lags behind the rest of the country by quite a bit.

by nonsequitr

I have been in business almost 30 years; before that I was a school teacher. In every aspect of working life there are bad managers. Usually they survive because the people who hired them don't want to admit they made a mistake (more bad mgmt) or they don't have time to review what's really happening (more bad mgmt). Sometimes you can survive until the idiot is found out and fired. Sometimes you can't. When the situation looks as bleak as is sounds here, I'd update my resume and look elsewhere knowing I run the risk of finding another idiot manager (this from someone who was management for 20 years). If you find new employment, make sure that on your way out the door you tell HR what's going on.
The other option is to head to HR en masse and tell them what's happening -- one person may be a whiner, but 6 people is a groundswell...

by joelsauthor

In IT, your most important asset, after your technical competence, is your reputation. Always be honorable. Find a place where you can work with honor.

by ibm5081

Regardless of the politics, you put in your time and you get paid. For every incompetent manager there are employees and co-workers who whine (whether justified or not). It's the company culture in this situation. These folks don't continue to stay around without the dysfunction at higher levels, so it reduces to personalities.
Ignoring the insanity and mediocrity for a moment, each employee works for the entity that provides the pay and benefits, regardless of who "gets the credit". If the pay and benefits are good for the effort that one contributes, then typically you stay. OTOH, if the workplace is truly toxic, the compensation crummy and it's not going to change, then you move on.
Work to your own expectations and let the pay be your reward. Waiting for the applause and recognition to come may cause you to think that you have gone deaf...it's NOT COMING.

by just watching now

Don't Panic. Think about your life, and what you want out of it.

I've been through this several times. Bad managers, overworked staff, irrational customers. Don't let your expectations of others determine your self image. If their expectations are irrational, and they are defining you...well, you understand.

If you define yourself by your job, you allow yourself to be destroyed. But destroyed slowly, being pecked to death by ducks. If you are working 80 hours a week and don't have time for other activities, review your life expectations, too.

If you do have time, join a few clubs. Call an associate to go to a museum, go to a comedy club, heaven forbid - even a date. Call your mother. Send flowers to an ex-spouse's new love interest. Take a peer to coffee. But look into your life and see what else you have going for you.

Keep your sense of humor. These situations give rise to some dynamite humor. I well remember the "spit on a vice president" concession at the top of the stairs above mahogany row. As far as I know, no one really took him up on it. The "black feather" award was given weekly by the troops to one vp's latest victim. At least it was, until the vp asked what that traveling crow feather drilled into a wood block was all about, and some fool told him.

I have seen groups fight the good fight. A group of our engineers went to management and threatened to quit en masse (about 20 souls). Management made the bad boss sit in front of the group and take arrows. Enjoyed by all but the manager.

I have seen bosses removed from their reports but left as managers. The next time a big job came up, guess who got the prize. Because they weren't busy, they were available. Understand the problem?

As far as fighting these guys. There is good advice out there about wrestling with pigs. If you enjoy Machievellian politics, go for it. But he who lives by the sword, at least gets wounded badly.

Good luck, my friend. Don't feel alone. The Universe doesn't have it in for you alone. It's stomping everybody.

by jedimstr

You could have a manager like mine that believes diversity is only hiring and promoting people from his country and to top it off, HR looks the other way. Hell, he isn't even a US citizen!

by rbosgood

for most of the time I worked there. with 12 of us, I was one of 2 native born americans. The other american was the network engineer. Fortunately for him, my manager had no networking skills at all and could not off load him without cutting his own throat.

by kboeker

I'm in the same situation. Cut your losses and wasting your time. It's not worth the stress. Get out now!

by albanypmp

You need to stop allowing your boss to affect your work life this way. Life is too short. Make an honest assessment of your job. What is keeping you there? Is it worth it to put up with this type of treatment? If it is, shut up and make the best of it. If the plusses of the job do not outweigh the minuses, then put your resume together and look elswhere. But don't burn your bridges.

by w2ktechman

Keep this in mind, I often need to document things when dealing with people. When you have documentation of his ineptness, his credibility will be lost.
When you ask a question, or need help when a problem arises, there are a few things to do. Document it in email instead of confronting him. If he gives a verbal answer, ask for him to send an email response. But do not worry too much if he will not. Failure of a response in many occasions can easily be seen as neglect of duty.

by dilipj

Hey Buddy
U r in IT man! move out.
1. Is the company so good that u want to remain there?
2. Or ur some weaknesses u r hiding?
3. U r not ready for competition in open market?
4. Why unnecessary u r increasing ur Sugar or BP for such a crook?
5. U r not there to educate Managers or to change people's attitude.
6. Start looking & move out. Leave
7. While leaving have a meeting with superiors and expose with warning..

by aikimark

1. document EVERYTHING, even conversations. As has already been posted, copy his boss. If really important, bcc HR. So you have a conversation in the break room about some business topic. You go back to your desk and send him an email that restates what he said to make sure that you understand what he said (and why he takes that position).
Note: if setting up an ambush or proving your point to his boss, send the first emails with a bcc to his boss. When you send later emails (post rejection) then cc his boss. If your boss changes his position, you have proven that your boss is a syncophantic toady.

2. Justify your requests in terms that management understands. You need to use their metrics -- time and money and risk. If this is a matter of percentages, then translate it into increased time. Express concern for others only. What impact does your request and concerns have on other departments, divisions, and the entire company. Make sure that your request is seen by ALL (potentially) affected parties. If your department needs a larger slice of the budget pie, other departments may have to accept a smaller slice.

3. Speak with one voice. If you have 100% staff dissatisfaction, then ask for help as a group. Don't just send a representative. Ask for help in the best interest of the company, not just your departmental image.

4. Enlist outside help, if necessary. You might just have a communcations problem with your manager. There might be a conflict of goals between your manager and the IT staff, where his goal is to minimize budget (get by with what he's got) and your goal is to maximize service/productivity. You might need a third-party to help mediate this conflict. Accept the possibility that the company is willing to accept less than optimal performance from the IT staff. You shouldn't have to accept lower performance reviews and lower pay raises as a result of their acceptance because the performance isn't related to your efforts.

5. Exhaust constructive and legal actions before sabotage and intimidation.

6. I've used reverse psychology successfully. I went to my manager's boss and said "I'm not doing a very good job around here." He started backing up in his seat. My statement put him in a supporting role. He had been getting by "on the cheap" for so long that he never spent money that he didn't absolutely have to. That included suggesting I use performance monitoring software that we'd obtained for evaluation over four years earlier. I'd noted that it was illegal to use that sofware and that I couldn't tell how our systems were performing without some (legal) utilities. He relented and we got some software that benefitted more than just me.

by maldain

There's two solid ways of dealing with this issue, in my experience. The first is put together your resume as good IT support people are always in demand. However, if you like the company or have some other reason for staying in your job. What we did is we followed the bad manager's every instruction and the resulting chaos got the guy shipped to our company's "special projects" division. Special Projects was an empty desk with no reports, no duties and an office until the person got bored enough to quit.

by gerbe

What if your company is suffering from 'founderitis', where the company is growing past the ability of the founder to effectively manage, yet the founder refuses to relinquish, delegate or learn?

If you believe in the company, what are some effective ways to support/modify behavior of/bring in supplemental help?

by sjohnson175

That drove me out of a position of 3.5 years with a company I belived in.

The founder had surrounded himself with fiefdom building sychophants so my attempt to start change from within was a failure.

by deebrown1

Fortunately, I have not had to deal very much with bad I.T. managers. There was one in particular that took over the department which previously had a very competent and results oriented manager. The result was, after my refusal to kiss up to him, is that I was fired. I have since surmised that it was the best thing. But to address your specific issue, I am currently dealing with one such manager now, although I am now working in my original field of accounting. But a bad manager is a bad manager, regardless of the position held. This person lies to the boss about me to make himself look good, and whenever a situation or problem arises, he finds a way to blame me or some other subordinate. The boss says that I must be a team player, but even she seems to be somewhat inept and doesn't seem to understand simple logic.

I have decided to look for a job with a company that recognizes and rewards talent, enthusiasism and dedication. In the interim, what I have decided to do is continue to perform my responsibilities in the best way I can and to just keep quiet regarding any other issue. If my opinion is not asked for, then I won't offer it. And when it is asked for, provide as few details as possible and then follow up with a written memo. Then, with respect to any and everything else, document everything! Dates, times and details. Keep records of conversations, especially with the bad manager and the boss. You can bet that the bad manager is doing the same, that's how he can pull the wool over everyone else's eyes.

by rush2112

Paper, email, trouble tickets, hours worked, requests for additional resources(approved or denied)

A manager is SUPPOSED to be somewhat credible for the group he/she manages. They are also responsible for keeping the team together, maintaining adequate resources so that they can perform their functions(jobs) well enough to meet company standards.

You may also want to consider that "SUN TZU" philosophy is already being put to USE, on you and your team. If I read your original post correctly, you have been denied needed resources and have been asked to work overtime long enough to eat up all the budget for OT for the entire year in the first 12th of the year and have been having your "Buttons Pushed" regularly as well as your co-workers "Buttons"

If you lash out(explode emotionally), you look like whiners/complainers/non-conformists. This is viewed badly from outside such as HR and Upper Mgt.

I recommend that you take the other person's advice but add documentation and set this person up to fail. But give him the opportunity to succeed and watch him fail. Once failure occurs, refer to the documentation gathered. Offer it as a WIN/WIN solution for Upper Management to take to get the entire group back on track.

If you truly do have a good team, and this person truly is unbearable due to lack of experience you have limited options.

1. Go get employed elsewhere. (list management style as one reason for leaving, include all reasons for staying, compliment company on things they deserve complimenting upon.
2. Stay and wait for him/her to leave(could take years)
3. Gather Documentation on bad decisions and why they were "bad" and what could have been done better, even how "YOU" might have handled it. Then wait......when you have enough and when the world seems to be crashing down, offer up the documents/explanations as ways of improvement.
no need to attack, give them enough rope, allow them to climb onto the gallows themselves.
Make it clear who is responsible for "handling" tasks/projects/duties, etc. The ones where your manager goes out of his way to make an "executive decision" which is silly, document, keep, do your job and go home while you wait for failure.

4. Take this person out to lunch, express your concerns privately (away from other co-workers)
Invite the rest of them to do the same individually. If this person is a manager, they will responsd accordingly, if they are attempting to RUN YA"LL OFF, they will also respond accordingly because the new concerns will then be available for them to use against you whenever possible.

by jack tenerelli

BMANN,

I am currently in the same situation as you. It's not a good one. Unfortuantley you have already been labeled. The right thing to do would have been to make your own friends at the top, and do exactly what he is doing. Also find some ways to make yourself stand out, like saving the company money, or developing a new product line, and let people know that it was you who thought of this. Before you propose anything research the hell out of it first, because if you fail this guy will be over you. You also have to find a way to point the finger at him whne something does go wrong.

Unfortunately, when you play this game you have to be ready for the possibility of losing your job. Get your resume updated and start looking. I know from experience that this is eating you up inside. Take your health into consideration. Is it worth it. Remember this, management is a strange animal, and they will stick together. I am fortunate in that some of our management team already has a sympatheitic ear to me. Alot of that is because my director is such an idiot that you have to notice.

I wish I had some better advice for you. Good luck with your situation.

by johanv

...would be? What does your Manager actually say no to? Are you not perhaps envious over his position that you lash out like this and even resort to "involving" the whole team? Have you considered the strategic reasons for him following a course of action for saying no? That he left the office when something happened that he perhaps had a crisis or important meeting of his own to attend? I am sorry to say this but my only advice to you is to either become a manager yourself and experience the other side of the coin or try and function as a part of the team. No manager is employed to do be friends, he/she is employed to do a job. So if he gets the team to do the job through planning, etc. then he is a good manager and an asset to the company, whereas the people who complain actually undermine management and are infact troublemakers. Have you actually tried calling a meeting with him and you "group" or are you simply the self appointed "mouthpiece" of your own personal 1 man group? I think you would find your manager more approachable than coming onto a professional forum and critising him behind his back when he can't defend himself. I find it reprehensable and if I was your manager I would certainly make a point of it to get rid of you PDQ to save the team.

by moonwalker_21

You are obviously a manager that believes in the "them and us" approach (and someone with serious insecurity issues), I have been on the "other side of the coin" and I the way to deal with people who you label as troublesome is not to get rid of them "PDQ" as that is the attitude of someone with no "people management" skills whatsoever and that lack of skills generally lead to the team falling apart as the problems are ignored instead of being dealt with. Now to the original post....The best way with dealing with a problem or unrest in a team is to get to the botton of the problem and solve the underlying issues, not just get rid of that person/people! How you do this is up to you, I would suggest you buy the guy a coffee and have a chat on an informal basis, or request a meeting and make sure you have independant witnesses present if you want to go the formal route. Whatever you decide to do, do it calmly and make sure everything is documented so you both have something to go back to. The main thing is not to ignore problems as they will not go away.

by johanv

back to my original post and perhaps you would interpret what I communicated in a different context.

You might, just might notice that I did indicate to the OP that he with his team should have a meeting with the manager. So please do not launch a character attack - I would dare say I've got more experience in successful management than you could possibly hope to achieve with your shortsighted Utopian view of the business world.

Quote "The tallest trees catch the most wind"
Translated for you "People higher up in the corporate world get more critism than people lower down"

by sql_joe

You are clearly one of those "special" managers, who instead of trying to salvage the team, prefers to dismember it. Instead of admitting there may be a problem, everyone else is just "jealous". Anyone who brings up an issue (when there are obviously none as far as you are concerned) is trouble and needs fired.

If my entire group went to HR with problems, I would consider there is a problem, or in the least a misunderstanding - at any rate action does need to be taken - and that is to try and find a resolution. Sometimes the problem CAN ACTUALLY BE WITH ME, and by correcting it I can only be the better for it. Or, one can take the low road, chalk it up to envy and fire the b**t**d. Problem solved?

There are two kinds of managers. The A managers are those that have A people working for them, and support them to the fullest knowing the A level work makes them look good. Then there are the C managers, who having A people working for them, must crush them, and force them to do C work so that they will appear better than them, because after all, you wouldn't be a manager unless you were better at the job, now would you? The C manager must ensure that no one appears better than him. With your first thoughts being of envy and dismissal I can only wonder where you lie....

by stepmonster

This is what I just read here:
==============================
"There are two kinds of managers. The A managers are those that have A people working for them, and support them to the fullest knowing the A level work makes them look good. Then there are the C managers, who having A people working for them, must crush them, and force them to do C work so that they will appear better than them, because after all, you wouldn't be a manager unless you were better at the job, now would you? The C manager must ensure that no one appears better than him."
============ Now tell me.. I have a C manager without a doubt in my mind. He squeeks by though - never getting fired, somehow. My coworkers agree with me 100%, but are afraid to speak up about our problems with our manager, except complaining and agreeing with each other. I don't know why they choose to live this way without talking to the food chain about it. So when I speak up - I'm the problem, the complainer.
- I feel like all I can do is wait for him to screw up enough, and cross that line. It could take years apparently. Any suggestions?

by johanv

actually understood my original thread or do you jump on the bandwagon? Please reread it and perhaps you would make sense of what I tried to communicate.

Seemingly it is always a management fault, and when a manager post on here, a bandwagon is wheeled out and people like yourself jump on it because you only react after reading a snippet of information and lack the "Big Picture" view.

I do hope that you too someday reach a management position where you have to make difficult strategic decisions and lets see if you are going to make popular decisions (not always the right decision) or making the right decision (not always popular).

by jackuvalltrades

You actually sound like a pretty fair minded manager. It is true that most employees lack the "big picture" view, but I have found that it is usually derived from one of the following:

A) a major lack of communication. Sorry to say it, but this is a management failing. If you don't give people information, then they will use their imagination to fill the gap.

B) an improperly motivated and balanced team. Once again, a management problem. If your team members are incompetent, adversarial, or generally disgruntled, you have either hired the wrong people or you are just not managing them.

Now, before you go ballistic on me, I know full well that not all problems belong to management and that no matter how good the manager is, you will always have a "problem" employee. I just think the finger points both directions.

Just my opinion, I could be wrong....

by johanv

I agree. And more importantly, it is not the reponsibility of the team to manage problems, that is the reponsibility of the manager of that team. The team is there to do the job.

Again, I agree with communication and that is why I have an open plan office and sit with the team. All projects are completed in time in full within budget and the whole team gets the praise not just me.

by jackuvalltrades

Well, I've read several of the replies here and most of them have really good advice. Let me summarize for you:

1) Polish up your resume. You will probably need it.

2) Document everything! I really do mean everything. If your superior is really as vile as you say, anything you do or say to anyone will be used against you. Take it from me.

3) Start looking for another job with the realization that you will most likely jump from the frying pan into the fire. Believe me when I say, most of the middle management I have worked with are weasels who will do whatever it takes to solidify and grow their own esteem/power base/fiefdom. Smaller companies have less of a problem with this, but generally you will take a salary/benefit hit.

4) If none of the above are viable options, learn to live with it, especially if you like the rest of the company culture and your co-workers. Remember, this is just a job, not your life. I have had to work with a manager who is overly competent technically and lousy with the actual management side. The upshot is that he trusts no one to do any work and we all work in an environment where we are treated like third graders. I struggled with this for a long time but eventually realized that none of this matters as long as I continue to get a paycheck. Bad news, friends, life sucks and it's unfair and at the end of the day, you are still the same person with the same qualities and flaws you've always had.

No matter where you go or what you do, you will still be you. Find the good stuff and learn to live with the rest the best way that you can.

May sound pretty fatalistic, but believe me, been there, done that, figured out how to deal.....

by sql_joe

Good points all....

...especially concerning the learn to cope. Look at your life outside of work....is this everything you want....are you happy? If so consider if your present job isn't enabling all of that...if it is, then evaluate what teh effects of job change will do to all of that....it could make it better....or it could make it worse. Weigh the cost to your life outside of work, then decide if the suffering is worth it or not.

I am not saying one should not speak up, because I beleive you should when you perceive there is a problem - but also know when to stop. Once you've said your piece, then it is known, whether its acknowledged or not, but that's not your responsability. You fullfilled your obligation when you spoke up at the first sign of trouble. If HR/Boss/whoever-else didn't listen the first time, then most likely repeating it is just going to annoy them.....and do you really want to feel like you're beating your head against the wall?

You warned 'em, now let them crash.

by bstockha

I worked for a few of these during my 30+ years in a major telecommunications company. I found that by concentrating on doing my job to the best of my ability, that I always outlasted the lousy manager.

by kj7gs

I remember some time ago a new coworker (higher in the food chain though) came to work with us, and his first comments at his first meeting were his mantra of, "respect and honor the boss". Your responsibility, if you even decide to continue with that job, is to protect that boss the best way you can, but he needs to know that you're doing so. Down the food chain, you can direct others to do your bidding. Up the food chain, you need to sell, sell, sell!

On the other hand, it also may be a good idea to protect yourself by documenting your requests and keeping records of what the boss shoots down. Good luck.

by haydt1

I went through the same situation 3 yrs ago. Maybe worse. I tried all the tricks, documentation, going to higher ups, keeping my mouth shut until it affected my health. My entire group was labeled as the trouble makers. In the end I ended up losing my job because of him and had to settle for a position earning 30,00 less than before.

Hope your situation works out better than mine did.

by cburgess

When you find yourself between a rock and a hard place: Use one of the many anonymous emailer websites to send the head of your company info about your bosses behavior. Don't do this from work!

Senior management expects lower managers to actually lead their departments and be active and build team work...your's is the opposite.

These sights send email to whatever addy you want and the return addy is blank and cannot be traced back to you. Just be sure to use patterns of speech that is significantly different than your own...have a friend type it up. Don't use any language that can ID any other member of your IT staff.

by michael.tindall

what DOES your bad boss do with his or her time? Anything he would be in trouble for, if it were known? Surfing the internet?
If so, let them reap what they have sown....and help speed the harvest.

by johanv

I can't believe the amount of underhanded suggestions coming into this thread from people who call themselves Professionals.

by just watching now

From your comments in your posts ("...All projects are completed in time in full within budget and the whole team gets the praise not just me..."), you sound like a fully capable, fair manager. Do these responses sound like they come from someone who is being well managed?

Life never was fair, isn't now, and never will be. No one is a victim unless they agree to it. These just sound like souls that have not yet decided to quit being victims. Not to worry. They will.

by raven2

Three suggestions:

Log it, note it, relate it on every incident. If you have a "paper trail" then you have some control.

If this guy is "tight" with the people who run the company. Shine up your resume and start looking.

One tactic that sometimes works is refer his name to a "headhunter". Then be prepared to make whatever moves that his leaving might opens up for you.

Find help in getting ready to "transition" to what ever is next, because something will be changing.

by ron.cornwell

Find and read the book "How to work for a Jerk". I worked for your boss once too and a collegue loaned me this book and it change everything. I finally understood our boss and myself. Eventually I learned how to work for this "jerk", then I realized there were other "jerks" I would rather work for, so I changed jobs. Maybe not an option for you, but you should read the book, it provides great insight into the people we work for, and the fact that they are people so they have buttons, and once you learn how to push the right buttons everything changes.

Good luck.

by aa8vs

Do exactly what you are told to do by the fellow. Do it at the time he tells you and document, document, document.

This sometimes throws them off stride as inadequacies will surface. It can be harder for them to dodge the bullit

by jeffersnet

This sounds so much like the Dept of Corrections in the State of NE. I finally had to leave, I couldn''t take it anymore. The IT manager was the worst person I had ever met and he has no clue as to how to run an IT shop yet he was named Manager of the Year by the HR department. I tried many of the things I've seen here with no success except I wouldn't list his resume because he would print out any offers or requests for information to show his HR friends who would in turn get him another raise. While all of this is going on the IT group was thought of as a bunch of trouble makers and forced to go to mediation sessions. I guess one thing was different, he had large IT budgets but he would spend the money on things we didn't want or need while users suffered because we didn't get what we needed.

by kaptkos

How many inmates are in the State of Nebraska correctional services,, 50????

Just kidding you; Howdy from A Cornhusker In
Chicago,, Wood River Native.

12 seconds in the game and we LOST!!!!!!!!!!!!!

The true question might be, how many football
players this semester will show up in Nebraka's
Correctional Facilities.

Best,
KaptKos

by jeffersnet

I worked there for 15 years and never saw a football player but did see one basketball player from Creighton. Phillips from the 90's should have been locked up and eventually will be locked up somewhere.

I know you were kidding but it was around 4000 inmates in the 12 prisons there. Not too many but considering the population it's plenty.

Go HUSKERS!!!

by sailer

Seek first to understand then to be understood.

This is a new manager and I suspect young. One of the great myths of management is that you can never get into trouble by saying no. Most managers learn the fallacy of this approach early on and move on to become team players.

Another myth is that the manager takes the credit while the group takes the blame. This is bad policy on many different levels. Just the opposite is true. Giving credit and taking the blame generates loyalty. Loyalty is the glue that keeps a team together. You should exhibit loyalty to your boss whenever possible and especially when his management is present. If you are viewed, by upper management as loyal then it becomes harder for your manager to see the "problem group" line. The problem group line gets legs only if you are constantly trying to undermine your boss.

Finally, the greatest myth about communications is that it occurred. You've played the game where you get a group of people to pass a verbal message around the group. The big laugh is when the resulting message is compared to the original. The tragedy is that we never take that lesson to heart. It is good to confirm conversations via email. Not for the purpose of building a case against someone, rather to confirm that what you each heard is the real message and you are on the same page. I will often follow up an email exchange with a verbal confirmation because there are subtle messages that do not come across in email.

It sounds like you have a rookie and the opportunity to mold him into an effective manager if you choose to participate in the exercise. I have always viewed my number one task as that of making my manager look good.

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"It is one thing to show a man that he is in error, and another to put him in possession of truth."
-- John Locke, 1632-1704

by w_cooney

Merit, if it was only that easy.
Most work places tend to function on the good old 80/20 rule. Some run on a 80% political (crapfest) to 20% real work comparison (e.g. Gov Departments) OR some at 80% real work to 20% political (e.g. small business).
The more political a work place is the less merit counts, as it becomes a game of cat and mouse.

by jackuvalltrades

You are a fair-minded, team focused manager. I wish that more of you existed. I know that "ownership" has become an overused buzzword, but it is the foundation of a good team. Personal responsibility to oneself and others, and a commonly held achievable goal are the building blocks. In the case of the person who began this discussion, I really think his sense of ownership is either overdeveloped (like mine was for a long time) or entirely misplaced. It sounds very much to me as if he is a far larger part of the problem than he cares to admit, regardless of his managers' failings.
I would posit one other opinion to you for your response:
I believe that praise, shared or not, is only the icing on the cake. I think that team members really respond in a positive way if they feel that they are involved and their thoughts and ideas are worthwhile. In short, that they are valued.

Your opinion?

by philipvon

I work in a local government agency. The politics overshadows the work. It is the driving force of daily activity. There are "yes-man" managers throughout this organization. My department head is one of them. In fact, this organization isn't organized. It doesn't employ the 4 functions of management. It refuses to do so. As a result, ALL things are crisis managed. ALL things are not communicated. ALL things are more expensive to complete because of ALL of the above. I came here to make a difference. The only thing I have changed is that our department's image. We help those who serve the public without making them feel small because of mistakes they make with their computers. I like my job, but I despise the politics. I told my department head that before I was employed. I just want to do my job. I don't care about the politics. A County Manager isn't more important that an employee in the Recorder's Office who is trying to help a citizen who wants to record or retrieve a document or map. They are more important. But, politics says they are.
Frustrated...YES. Disappointed...YES. Quiting...YES. I want to go where I am really needed. YES-MEN and POLITICS go together and THREE's a crowd.
Philip

by trambo

I had a manager, actually his title was CIO, which was laughable because his previous job was manager of a bar, who was very similar to your description. He got his job because the owner of this privately owned business liked him. It was classic "good old boy" stuff. Whenever he was asked if he/we could do anything, of course his answer was "yes" because he was an absolute clueless brown noser.He would make off color comments and jokes about other employees in the presence of others and bragged about how he was going to "bag" a VP of Sales at the time. He was the absolute worst. I, personally, can not work for someone once I have lost respect for that person or establishment. After my main helper, an extremely talented and industrious young lad who reported to me left, because of him, I knew it was only a matter of time before I would follow. I listened to his BS and nodded my head at the appropriate times and he actually thought I was his "Golden Boy" because I never lost my work ethic or sand bagged. I was one of the few that was kind of helping him look good. Boy, was he surprised when I came to him and announced I was leaving and told him straight up why: because of him. I also outlined every single one of his faults to both him and HR in my exit interview. He was completely blind sided. Even though I made a lateral move to a job I really didn't like as well, it was one of the most satisfying and stand up things I think I have ever done. Everybody else in the department was stonewalling and goldbricking, after I left, and he was fired shortly thereafter. The cause for his termination was that he spent his whole day on matchmaking sites and nude pictures of him were found on his PC. Gee, I wonder if my colleagues and the Web Control software package I installed had anything to do with that?

Bottom line is keep your head down and continue to work as hard as ever (maintain YOUR integrity,) then get the hell out of Dodge!