I have a manager who has the philosophy that “I don’t thank people for doing their jobs – that’s what we pay them for” The consequence, I think, is that when she does speak of something, it’s something that’s gone wrong or tht could have been done better. This has had an effect on my morale and that of the people I manage.
I will say that neither me nor my folks are perfect, but some of the things I’ve wanted to try have been rejected in favor of how she thinks the department ought to run. For example, when I first signed on and was not responsible for anyone, I saw that calls or problems needed to be assigned to someone who’d be responsible for it (there was no HD software in place) Boss didn’t like that. She thinks the calls should be recieved and just ‘taken’ by whoever could do it. Nothing central, no escalation procedures. Another example – when she asked what could be done so that people remembered what was said at weekly meetings, I suggested a rotating minute-taker.No dice.
I’ve been really frustrated about this because I know we can do better, but I don’t know where to start to convince her to try something different – which by the way, is something she lectures us on – think outside the box – prove thatsomething won’t work.
Any clues, ideas, pills?
