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Manager Issues

By ajit_philip ·
I'v been promoted as the manager of a software company for which i have been working for the past 4-5yrs.Right now the issue is that the guys whome i used to work with is finding it hard to digest my promotion and trying all sorts of things to smoke me off the post creating loads of issues.I'm keeping my cool since i don't want to create a rough edge in the environment.What is your comments on this?How do you want me to handle this pressure?

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It could just be jealousy

by HAL 9000 Moderator In reply to Manager Issues

Or then it could be something far more serious. Did he expect to get the promotion? Even if not he in all likely hood probably thinks he is a better person for the job than you so is doing everything possible to make you're life harder than it needs to be.

At some stage you are going to have to show him who the "Boss Is" so it might as well be sooner than latter when work is in Chaos and he is really needed. That will be the time when the brown stuff hits the fan and he will throw a temper tantrum and either work out the door or do something equally as disturbing and disruptive to the work place.

Personally I would jump on him now while you still have the chance of remaining friends "So To Speak" rather than waiting for the worst possible time to get dropped into it.


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Get help. Nobody does it but it really works.

by DC_GUY In reply to Manager Issues

I can't tell from your inconsistent typing (sorry) whether you're talking about one person or several. If it's just one, you might be able to work it out. You might start by taking the Myers-Briggs personality profile for yourself and doing your best to fill it out for the other person -- or perhaps even have him do it as part of your "new management style." Then look up the dynamics of how your two personalities interact and work from that basis.

Admittedly this is just five-cent psychoanalysis and you only get what you pay for. But I find that few people take the advice that I really prefer to give, which is that it's well worth the money to actually go consult with a professional counselor. (Not an M.D., they're almost all Freudians, get a referral from the nearest chapter of the Jung Society. You can probably find one who consults to businesses.) I've done this a couple of times and I was really glad I did.

This is especially recommended if it's a whole group that's giving you trouble and not one individual. Therapists are used to dealing with deep, long-term, nearly intractable problems between spouses or just inside one person. Workplace relationships are a piece of cake for them. If you know the other person (or people) well enough to describe them and the situation accurately to the therapist, you'll probably walk out of just one session slapping your forehead in amazement.

It will be money well spent. Just do your best to walk into the session with no attitude and listen to what you're told instead of arguing. It's quite possible that you are at least fifty percent responsible for this situation and that you'll have to do at least fifty percent of the changing to fix it.

In the long run you'll be glad you did. What you learn will prove helpful many more times during your life, and any changes you make in your own work habits or dealings with other people will make your future more successful and less stressful.

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Adjust your focus

by maxwell edison In reply to Manager Issues

A good way to get personalities and personal feelings out of the equation is to focus on the project, the task at hand, and/or the workload. Generally speaking, people don't like to be "managed", per se, so manage the work, not the people. Assign the work, to be sure, but focus on what needs to be done, and just let the "personalities" deal with themselves. Let the discussions be centered on what needs to be done, and involve others in the process. Ask for input and opinions. Approach your management position more as a partnership with those whom you "supposedly" manage. A good manager isn't, necessarily, one who always calls the shots, but rather facilitates the process of others managing themselves in their quest to accomplish a desired end.

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addition to my thoughts

by maxwell edison In reply to Adjust your focus

A good manager doesn't worry about being (personally) right or wrong, and can certainly yield to better ideas presented by members of the team. Realizing that other people might be smarter, might have a better idea, and might offer better solutions, is a trait of a good manager. Taking none of the credit himself, but rather giving other people the credit for all the department's success is, in my opinion, standard operating procedure.

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by maecuff In reply to Manager Issues

I was in a similar situation a little over a year ago. I was the new person in the dept. (2 years) and was promoted to director. There was much grumbling from folks who had been here much longer than me. What I did, was to have a private conversation with the people who were either making snide comments, or creating problems and ask them, in a kind, non-confrontational way, if they had a problem with reporting to me. I let them vent, listened to their complaints, then asked them what they thought a good solution would be. Nine times out of ten, they didn't HAVE a solution, they just wanted to vent their frustration. I suggested that they speak to our vice president about his decision to promote me if they had reservations about my ability to do the job.

If your employees are actively creating issues, that must be addressed. This confrontation does not, and IMHO, should not, be heated. Present the facts and ask for solutions. That is what my people are paid for, finding solutions, not presenting problems.

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by YourAverageManager In reply to Manager Issues

I like the question, but could go so many different ways with the answer and still end up not helping you one little bit.

Without more specifics, it would be a shot in the dark. So, without naming people and companies, can you supply some examples of smoke?

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Yes that would be helpful wouldn't it?

by HAL 9000 Moderator In reply to Congratulations!

If there was more to go on any one of us here could in all likely hood give you some better advice rather than just some bland cover all possibilities as best as possible without knowing exactly what was happening.

From the original posting I got the impression that he had been there working with the person in question for some time and that it was nothing more than "Sour Grapes" that he was the manager but that may be completely incorrect!

If some more information was forthcoming we could all offer better answers although the One idea that does sound really great is to seek counseling from the nearest Jung Society Agency if possible but only provided you don't go in there with preconceived attitudes. It is always possible that the original poster has brought this all onto him self by his attitude "I'm the Boss & you'll do as I SAY!"

The main thing in any management position is that you need the respect of the people that you manage rather than trying to exert what little power you have over them.


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This too shall pass

by chris In reply to Manager Issues

First of all, CONGRATULATIONS!!! A promotion any time is a great thing.

Remember they the people you are managing now as still the same people you worked for, maybe jsut a little jealous. Having worked with companys, organizations, etc. I have seen this before. Sometimes it is emotions getting in the way or work.

One man had an employee appreciation dinner for all the employees when he got promoted. Was he making friends? Yes. Was he appeasing some? Yes. Did the work flow better once everyoen knew they were appreciated? Yes.

Remember to keep the relationships open.

Chris Gallagher

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