Hi all, a newly joined manager has been deployed in our team. We are a small team that directly reports to him. His policy is divide and rule, but we managed to survive. Finally, we informed the issues to our skip-level manager. Except for one, everyone opened up. He used to threaten us by mentioning appraisals and all. He has a good rapport with one of the leadership heads. Now, he is targeting each one of us by creating unnecessary issues. How to solve this dilemma? He is mentally torturing us every day by bringing up issues. Kindly advise.
From India, Ernakulam
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1From India, Ernakulam
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Dear, what is your job roles, just properly play don t care..
From India, Bengaluru
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From India, Bengaluru
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Dear friend,
You say that your manager is mentally torturing your entire team. Since all of you are fed up with him, you raised this issue in the skip-level meeting as well. However, what was the outcome of this meeting? Far from a reduction in torture, why has it continued? Since nothing substantive happened after this skip-level meeting, you now need to approach an even higher authority.
Before you approach the higher authority, you need to gather evidence of his torture. Begin generating the evidence by trying to record his conversations on your mobile phone. Additionally, ask 2-3 trusted friends to do the same. Avoid informing the entire team about this as your manager may have planted a mole. Audio recordings should not only be limited to when he converses with you but also when he reprimands other team members.
You mentioned that he has connections with some senior management personnel. Due to this, his ego has inflated, and he rubs you the wrong way. Therefore, question yourself regarding the effectiveness of swimming against the tide. If you have completed two years or more, consider leaving the job. To lead a happier life, it is often better to adapt to the situation. However, if you find it difficult to change beyond a certain point, then change the circumstances around you.
Opposing View: Every coin has two sides. While you have presented your viewpoint, we do not know your manager's perspective. Why is he harsh with everybody? Is he stringent about quality? Is he demanding, and you are not used to such demands? Does he receive glowing references? Has he been given very challenging targets that he is fixated on? Does he possess strong technical knowledge but lacks interpersonal skills? So far, you have focused on his weaknesses, but what about his strengths? Does he show unwavering loyalty to the organization? Before taking any drastic actions, analyze his personality. Sit down together and try to map his behavior to identify any patterns that may emerge. Remember, a person may have difficulty with 1-2 team members but not with everyone.
All the best!
Dinesh Divekar
From India, Bangalore
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You say that your manager is mentally torturing your entire team. Since all of you are fed up with him, you raised this issue in the skip-level meeting as well. However, what was the outcome of this meeting? Far from a reduction in torture, why has it continued? Since nothing substantive happened after this skip-level meeting, you now need to approach an even higher authority.
Before you approach the higher authority, you need to gather evidence of his torture. Begin generating the evidence by trying to record his conversations on your mobile phone. Additionally, ask 2-3 trusted friends to do the same. Avoid informing the entire team about this as your manager may have planted a mole. Audio recordings should not only be limited to when he converses with you but also when he reprimands other team members.
You mentioned that he has connections with some senior management personnel. Due to this, his ego has inflated, and he rubs you the wrong way. Therefore, question yourself regarding the effectiveness of swimming against the tide. If you have completed two years or more, consider leaving the job. To lead a happier life, it is often better to adapt to the situation. However, if you find it difficult to change beyond a certain point, then change the circumstances around you.
Opposing View: Every coin has two sides. While you have presented your viewpoint, we do not know your manager's perspective. Why is he harsh with everybody? Is he stringent about quality? Is he demanding, and you are not used to such demands? Does he receive glowing references? Has he been given very challenging targets that he is fixated on? Does he possess strong technical knowledge but lacks interpersonal skills? So far, you have focused on his weaknesses, but what about his strengths? Does he show unwavering loyalty to the organization? Before taking any drastic actions, analyze his personality. Sit down together and try to map his behavior to identify any patterns that may emerge. Remember, a person may have difficulty with 1-2 team members but not with everyone.
All the best!
Dinesh Divekar
From India, Bangalore
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Complaining to a superior is always risky when you are unaware of the relationship dynamics with that individual. However, you have not provided any specifics about the meeting's details or outcomes, other than one person's reluctance to speak. Why was that the case? Why did they attend the meeting if they had nothing to contribute? How did your boss find out about the skip-level meeting?
Additionally, you have not elaborated on the alleged mental harassment by the boss. In what manner is this harassment taking place? What are the specific issues being raised?
Lastly, if you take action against a superior that backfires, you are often left with no choice but to resign from your job.
From India, Mumbai
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Additionally, you have not elaborated on the alleged mental harassment by the boss. In what manner is this harassment taking place? What are the specific issues being raised?
Lastly, if you take action against a superior that backfires, you are often left with no choice but to resign from your job.
From India, Mumbai
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Dear Dinesh, I have no words for your appreciation, what a great write-up. you looked unseen side also. This is called Adviser. Keep - It - Up.
From India, Mumbai
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From India, Mumbai
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It's a matter of view. If the boss is following "Divide and Rule," you need to prove that you are indivisible. Instead of getting pressurized, you all shall come together and decide on a strategy. If you are aware, form a Quality Circle to solve this issue.
From India, Puducherry
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From India, Puducherry
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First, you need to realize the fact that life is not easy. Life is full of challenges. If life becomes easy, then you have to consider one thing: you are compromising with your life. And when you compromise, there is no chance of advancement. My advice to you all is not to create any further situations; concentrate on your own work. Play logically, and let situations unfold. Remember, illogical things or processes will not work in the long run. If your manager is doing anything wrong with your team, it will surely catch the eye of management in the form of team performance. So, don't panic; wait for the situation and be prepared with all your grievances to deliver at the right time.
Regards,
Dinesh Kundu
From India, Calcutta
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Regards,
Dinesh Kundu
From India, Calcutta
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Dear all, thank you for your advice.
During the skip-level meeting, he was also a part of it. Still, everyone opened up except for that one member. The reporting manager is not giving peace even on off days. He threatened us by mentioning, "If you can't send an email to him stating we are incapable." He conveyed that he can manage things perfectly without anyone. The black sheep in our team is expecting a promotion and is playing a game along with him. Although we are a strong team in terms of performance, these days it really affects our performance. After the meeting, he bounced back strongly and ignored whatever was agreed upon. Instead of molding the team, he creates issues within the team. Every day, in the morning, evening, and sometimes at night, he sends threatening SMS messages and creates trouble.
From India, Ernakulam
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During the skip-level meeting, he was also a part of it. Still, everyone opened up except for that one member. The reporting manager is not giving peace even on off days. He threatened us by mentioning, "If you can't send an email to him stating we are incapable." He conveyed that he can manage things perfectly without anyone. The black sheep in our team is expecting a promotion and is playing a game along with him. Although we are a strong team in terms of performance, these days it really affects our performance. After the meeting, he bounced back strongly and ignored whatever was agreed upon. Instead of molding the team, he creates issues within the team. Every day, in the morning, evening, and sometimes at night, he sends threatening SMS messages and creates trouble.
From India, Ernakulam
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Dear HR Learner001,
If your manager was also available in the skip-level meeting, then it was not a skip-level meeting at all. You are not giving complete information. What is the nature of your industry? What is your finished product or service? In what department do you work? How about HR? Has this information about harassment reached HR? If yes, why is he/she silent?
Managers are expected to promote teamwork. Instead of teamwork, why is he divisive, which is the opposite of teamwork? Why does he feel that he can get the work done without all of you? What are the deliverables of your department? Has he met the expectations or exceeded the expectations?
As stated in the previous post, I recommend generating material evidence of his harassment. Generate audio clips as well. Later, all of you come together and put up an application to the MD along with evidence of harassment. If still, nothing happens, then it is better to look for another job.
Thanks,
Dinesh Divekar
From India, Bangalore
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If your manager was also available in the skip-level meeting, then it was not a skip-level meeting at all. You are not giving complete information. What is the nature of your industry? What is your finished product or service? In what department do you work? How about HR? Has this information about harassment reached HR? If yes, why is he/she silent?
Managers are expected to promote teamwork. Instead of teamwork, why is he divisive, which is the opposite of teamwork? Why does he feel that he can get the work done without all of you? What are the deliverables of your department? Has he met the expectations or exceeded the expectations?
As stated in the previous post, I recommend generating material evidence of his harassment. Generate audio clips as well. Later, all of you come together and put up an application to the MD along with evidence of harassment. If still, nothing happens, then it is better to look for another job.
Thanks,
Dinesh Divekar
From India, Bangalore
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