3 months ago took a contract position a couple of levels down from my prevous positions.

Anonymous

September 5,2023 at 6:36PM UTC

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3 months ago took a contract position a couple of levels down from my prevous positions. As a 60 year old, I was not having any luck in the job market (all signs point to ageism) so when this position was offered, I took it after being unemployed for 9 months. My current Manager doesn't care or know what I do day to day because he has never worked in my field. So he has appointed a peer of mine (a regular employee) whose job title is same level as mine to oversee me as a contractor. The issue is that this peer is acting like a supervisor and micromanages me and spends time on things that have no value. He always has to have the last word, even if I did something perfectly, he will find fault with it. He was one of the interviewers and saw my resume and my take is that I think he's a bit insecure after seeing my experience and feels threatened by my presence in the department. I'm increasingly unhappy but have no other prospects. How can I approach him with these concerns?

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AnonymousSeptember 5,2023 at 6:49PM UTC
I would approach this situation as lightly as possible, because your leverage is limited.
Is there any way that you can befriend this colleague to show that you are a potential ally, rather than a threat?
It also occurs to me that your colleague is making a common error: assuming that management means pointing out mistakes. Is there any latitude instead for you and your colleague to work together to improve performance and exceed objectives, with your colleague receiving credit for managing this process?
AnonymousSeptember 5,2023 at 7:25PM UTC
Exactly what do you want to accomplish when you confront him? Is he reasonable? Will he be open to a new way of communicating? Do you have concrete solutions that he can employ to make communicating easier for you,
If so, I would draft a plan to follow to ensure you discuss your needs with examples of communication guidelines.
Then set up a call with your boss as optional for the call and then review your needs and outline your examples.
If after the call his management is still negatively impacting you, then a conversation with you boss is next.
If that doesn't produce tge changes you expect and require, then a meeting with HR is your final recourse. But this risks your employment and burns bridges.
AnonymousSeptember 5,2023 at 9:20PM UTC
He doesn't know how to manage, and may never learn.
I had been a manager for years when I read a book on 27 things not to do. The first one was "don't add value."
Yes, he's insecure, but he also probably thinks it's what he's supposed to do, and he may actually be thinking he's bringing your work into conformity with the way things are done there. I remember in my most unpleasant job being nitpicked to death by my boss. I couldn't call people "staff." I had to say "personnel." Really? WTH? Some things just don't matter so I just let it go.
AnonymousSeptember 6,2023 at 12:32PM UTC
Honestly, if you're a contractor and your peer is an employee then there's a power imbalance. Is the culture of the company one that treats contractors as equals, or is there a difference? The employee could be trying to "look good" to his manager if he's trying to move up to be a manager, in which case it's nothing personal against you and all about his career goals. If he's an inexperienced manager you need to tread carefully on giving him feedback because he's possibly not mature enough to accept constructive feedback and may take it as "insubordination." In the end you need to decide how much you want to fight to improve things, or if you want to step back and not let it take up your headspace - because another option is to just clock in/clock out, do as asked, and not invest any personal energy above and beyond that.
AnonymousSeptember 6,2023 at 2:00PM UTC
Were you placed there through an agency, or did you take this contract position alone? I agree that a power imbalance is at play, and you have very little leverage. If a consulting agency placed you, is there any way you can get them to intervene or move you?
AnonymousSeptember 6,2023 at 5:31PM UTC
Just sit him down and let him know the edges of your experience, let him know that he can count on you to do XYZ and that you don't need guidance or hand holding. Let him know where you might need help and also offer up to him that you can teach him JKL if he needs to learn how to do that. Do this in a casual unformal way and non-confrontational. If this does not soften his micromanaging speak privately to his manager and ask them how to navigate this without being condescending. They should help and be sure to let them know your goal is to make everyone successful and to excel.
Rebecca MillikenSeptember 6,2023 at 11:25PM UTC
If it's a contract position, I'd be still looking for other jobs while you're doing this. I don't see a comfortable way to change this guy.
AnonymousSeptember 7,2023 at 12:31PM UTC
Understand that you need to meet his definition of strong performance not your definition of strong performance. Sometimes ageism happens because mature experienced eyes see things more strategically yet are not viewed as a strong resource for innovation by the organization. It sound like to keep the position you will have to narrow your focus to boss-defined deliverables and keep it transactional “I do what they reward”, not “I do what they need, whether they know it or not”. This is an extremely disheartening situation and you’ll have to decide how much to pivot to keep the position. Good luck!
Jackie RukaSeptember 7,2023 at 2:11PM UTC
This is a situation that sounds as if there last contract person did not work out and you are now being micromanaged because if it.
so in order to make it a win/win situation , be his friend. Soften his spirit, go to lunch, get him to relax and share more peer to peer . Once he learns about how you can help him make his job easier, he will learn you are more than capable! When you have questions you will ask him.
in the meantime, teach him how you want to be treated. Not what his boss expects of him.
Speak human and they will learn to treat you as a human.
Such as, what do you like to do outside of work? Did you do anything fun over the weekend?
whats your favorite lunch spot?
Let’s have lunch sometime?
Playing nice in the sandbox albeit trite, is a way to show you are a good hire, can be trusted and liked.
Good luck!
AnonymousSeptember 7,2023 at 2:27PM UTC
You are in a pretty common situation. 1. Assure him that you want to make his job easy2. Openly and honestly praise him in front of others. At least show support if not flatter.3. Such folks are insecure and will never appreciate anything because you are better than them. Hence ask for their review to satisfy their ego. 4. Your hard work and talent will ultimately be seen. Times are tough hence just focus on the paycheck and ignore the politics.
ElizabethSeptember 7,2023 at 3:40PM UTC
If he is in your age bracket give or take 10 years, this could simply be someone who came out of our generation that was taught "command and control" management. It's a tough habit to break if you needed to. Or he's just insecure, as you said, which can happen to every generation.
I deal with this often, even though my freelancing usually keeps me as my own boss and I don't have a "supervisor" but someone I liaison with. Sometimes they get that confused with someone who should manage my work daily. Especially because in my field I am considered ancient by a lot of the industry. So I get the ageism! I have also taken roles below my usual pay grade as a back up income, like during Covid, and felt I constantly had to defend my work and choices. That's not easy, and can be exhausting.
What does your contract specify about who you report to, and are you a consultant (your own boss) or a "team member" in the contract.? By default, contractors work for themselves, legally. But that's not always a practical application in the real world if you are being contracted for certain hours, certain duties, as a team member. realize that's not always practical to bring up in real world meetings with the team.
I agree with giving him credit where due and thanking him for his insight and input. Acknowledging someone is heard is an important communication skill in the workplace. If there is micromanaging all day, ask if you can have a weekly meeting to discuss these matters or condense them into a morning check in about the day's priorities. But don't feel a need to further boost him up over getting good work done, IMHO. His issues are his issues and you're not here to fix them, but to do your best work
You may want to review your contracted role with the person who hired you. Ask that person for feedback on your role so far and see if he is tuned into what you're accomplishing. He may be hearing only from your co-worker only, and it's good to know that now. If it seems negative, or less than stellar, ask for a meeting with the 3 of them to clarify any areas that need improvement, any scope of work that is out of the contract terms, and then bring up time management, If you're constantly being interrupted to go over work mid-task, ask about best use of time, Gently explain that the person overseeing your tasks (not "you") has been very involved with your tasks and you would like to know what can be done to take some of that off his plate.