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New Manager and How to Manage Up

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Anonymous

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New Manager and How to Manage Up

I have been at this company 10+ years. Had my fair share of eh managers but always found a way through. I have had a new manager officially for one month. In that time frame they have scheduled zero meetings with me and had no direct interaction with me just in meetings others have scheduled. I am the most senior employee with experience in this business sector and role as we have lost other 10+ year employees to external growth opportunities recently.

This manager has taken the approach the louder I yell the more I am heard and the more people will listen to me. I have yet to be in a meeting where I have not felt uncomfortable.

While I pursue my next steps I am documenting everything in a dated journal. I am looking internally within my company and externally. My struggle is until this person I absolutely loved my job. I still love the industry and the customers and unfortunately have found zero opportunities to stay with the industry and remain located where I am unless I find something internally.

I have always been marked high as an employee but this new manager who has many years with the company but the best advise I have gotten from those who have worked with them is good luck and I am sorry and CYA.

Any advice on managing up and protecting myself while I navigate my exit plan? I have already informed HR that this situation is not giving me good vibes for my yearly reviews and my HR Rep agreed and has sent me communication I also have saved on their input. I want to ensure I don't burn my bridge internally in case I get the opportunity to change.

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  1. Anonymous

    Have you considered approaching this person with a lunch invite?

    I don’t mean this disrespectfully but in HR, I’m sure you know you have to sometimes adjust your approach and personality to form an attachment with “some” employees….even if it means blowing their ego up…..

  2. Anonymous

    The person is never in the office and is showing up to every meeting 5-15 minutes late on average. My director asked me to directly schedule 1:1 with them and they still message me 25+ minutes after meeting start time to say sorry I got caught up in another topic. I will call you now. Typically I have had another meeting starting. Said I will message them later when available and they say perfect I will call you I am free. Also unfortunately this person is touchy feely and overly into my personal life. I am uncomfortable going to lunch with them. I want to stay in the professional environment.

  3. Anonymous

    Sounds like a challenge. If there is any way you can manage it, sounds like you should block out at least double time for any meeting with them and try to schedule your other meetings around it - i.e. if she says 2-3, book 2-4. I like what Olivia advised about managing up. Sometimes direct reports are easier to "manage" than "managers"!

  4. OLIVIA JOHNSON

    Hi!
    Glad that you are asking about managing up as relationships are sometimes as much the other persons responsibility as it is our own. One of my recommendations to professionals starting new roles is to ensure that there is a consistent check-in with their manager/supervisor, especially if they have not already been set up for them, so I would recommend the same here. It can be tough if working for a manager that needs some leadership development, but the upside is that it gives you an opportunity to flex your leadership skills. I would recommend scheduling a meeting and I would encourage you to pretend that this is your manager's first day and you're starting afresh, welcome them to the team and discuss what you would if the meeting was scheduled as was desired in the beginning. Keep in mind that until you have an understanding of the other person's perspective, you will never know. For example, what if your manager has so much confidence in your work and abilities that, though not good practice, they didn't think you needed or wanted meetings right away and could manage while they put out other fires! In making the first move to set up regular communication, you won't have to go with the wait and see approach for your performance evaluation. Hope this helps!

  5. Anonymous

    I will keep trying to schedule meetings. Unfortunately I wish the person has confidence in my skills which is why they haven't met with me. But now they are going to other departments I work with directly without informing or asking me and wrecking havoc. I.e reprioritizing projects without any discussion with me. I have been contacted and blindsided multiple times now by other departments and was like does your new manager know about XYZ which is why this was Prio X. I am like start from the beginning. I am trying to politely say they haven't had that discussion with me but lets see what we can do. My director is aware of my manager's "lack" of business understanding and the director is advising me to let them directly know of these situations. I feel like I am caught in a trap that is going to hurt my professional career at a company I have loved in an industry I have loved by a manager who just doesn't seem to slow down to care and thinks they are always right. When I have asked others who have worked with this manager for advice on how to have a working relationship with them I get I am so sorry and good luck.

  6. Anonymous

    How do managers stay in companies when they treat employees like this?

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