Manager Tells Employee She Will Be Nicer To Bosses Or Get Fired, Other Employees Acuse Her Of Siding With The Big Man

"Her actions directly reflect on me, her manager."

Damjan

• Published in Interesting
• September 4, 2023

In today's busy work world, talking well and working together are important to do well. As things change in companies, different groups of people work together with the guidance of bosses, trying to get along and do good work.

But sometimes, there are tricky situations that come up and make things difficult at work. OP is a 29-year-old manager overseeing a team of five individuals, all working under a single director.

One of the team members is a 34-year-old woman known for her outspoken nature. While her colleagues have learned to accommodate her forthright manner, OP finds himself grappling with the implications of her candor.

One issue that particularly troubles OP is her interactions with the director. This member's tendency to express her dissatisfaction, albeit bluntly, often creates an uncomfortable atmosphere.

The director, known for a laissez-faire approach, occasionally exacerbates the situation with his management style. Although workloads might be excessive at times, he grants extensions and encourages open communication.

OP acknowledges the need to voice concerns when necessary yet emphasizes the importance of managing such exchanges through the proper channels. The recent incident during a conference call highlights the delicate balance between addressing concerns and maintaining decorum.

Despite understanding the frustrations, OP remains steadfast in the belief that addressing the director requires a measured approach. The challenge doesn't lie in discouraging dissent but rather in fostering a constructive platform for dialogue.

OP has conveyed to the team member the significance of channeling feedback through him to ensure consistency and professionalism. As a manager, he aims to strike a balance between supporting his team and respecting the hierarchy.

OP managing a team of 5 under a director. One of the team members is good at her job, but her behavior towards the director, OP's boss, is unacceptable.

The boss hands out plenty of tasks, yet usually offers extensions if they're not done on time. At a conference, OP's coworker responded to the boss's passive-aggressive behavior by calling him lazy and inconsiderate.

The OP directed an employee to stop communicating directly with the boss. The employee was given two choices: either to stay silent or to think about whether they should keep working for new company.

If OP doesn't support his team, he is not a leader.

The OP's boss assigns too much work and responds passive-aggressively to unfinished tasks, and the OP both defends this and mishandles their team's workload.

OP's coworker is not under his authority like a child.

OP is a terrible manager

OP needs to gain respect as a manager by acting promptly and effectively.

Inappropriate behavior as a manager

OP's actions as a manager matter; he needs to ensure his employees feel valued and safe, and support them when they speak up against mistreatment.

Effective leadership means adapting to your team, not the other way around.

As a new middle manager, OP's main tasks are shielding his team from upper management's uncertainties and helping upper management comprehend the practical effects of his choices.

Speaking up is good, but it should be done without causing chaos. The OP's approach of open communication is smart because it keeps things organized.

Being a manager is more than tasks; it's about teamwork and respect. While the team member's frustration is understandable, she needs to see how her words affect the team and the company.

Equally, the OP must support the team. This means dealing with concerns and standing up for their needs. It's not just avoiding arguments, but also being their voice for what they need.

Damjan