Seeking Advice on Navigating Challenges with New Director

18 Comments

1. AnonymousJuly 18,2024 at 10:22PM UTC

   Yikes! Sorry to hear things haven't been a smooth transition. Sounds like you've been doing the right thing as far as asking questions and having open dialogue with your new director. I also hope you're documenting these interactions as well. Continue to keep the communication lines open! I'd say perhaps you're still in the learning each other phase so I'd work on cultivating that relationship. Be frank but also firm in how you'd like to work toward a better partnership.

   If you haven't already, perhaps you can look into moving to a different part of the company? Maybe reengage with your old boss (sounds like y'all had a great rapport) and see if they have any inside track on internal needs. I wouldn't make the meeting about your new director challenges though! Instead, focus the convo on YOU and getting advice about your career and interest to use your skills elsewhere in the company.

   As for yourself, when's the last time you took some time off? Sounds like you could use a few personal days to step away for the situation a bit. Might be good to clear your head and take rest a bit. Don't underestimate the power of being well-rested!

   Lastly, as for looking for a new job... never stop looking. It does not hurt to have your resume up-to-date and put out feelers elsewhere. You never know! Never limit your options, especially, in this job market. Companies have no loyalty to you nor your career. Your career is your responsibility...always! Freshen up your LinkedIn, network internally, in person and online. Reconnect with past colleagues to see what they're up to or connect with your alumni circle. You never know!

   Good luck to you! This too shall past.

2. AnonymousJuly 18,2024 at 11:36PM UTC

   Something similar happened to me. I had three great bosses and then two others who really didn't even pay attention to what I did and gave me lukewarm reviews with average merit increases. I since left. What can I say? With boss number 2 it started rocky, but eventually I was able to prove myself. It took about a year. I would give yourself this time, but if it doesn't work, start looking. Unfortunately, it isn't always you, it often is the other person and bad management.

3. Sue Gordon- retired Career CoachJuly 19,2024 at 12:15PM UTC

   Yes, look for new opportunities. Two years is enough. You’re in a good position. You do like elements of the job. Focus on that while you search for the pay you deserve and a boss you connect with.

   Searching doesn’t commit to to leaving. Given your pay gap and frustration with your director, it’s worth taking a look to see what you can find.

4. AnonymousJuly 19,2024 at 1:46PM UTC

   Build alliances with leaders who are peers to your boss in the organizational hierarchy, or better yet with people who rank above your boss in the reporting structure. You’re in a great position to do this as it sounds you have 1) created programs that benefit the organization’s overall culture, health and processes outside your team; 2) work with data and analytics in some capacity which every team needs more of. Make this about your alliances and not you: figure out how you can help them and then deliver.

   It sounds counterintuitive, but try “playing your power down”. If your boss wants more control, let them have it as you work on the side projects (and while behind the scenes protecting your team). As long as you are doing the bare minimum and you are clear what your boss’ metrics for success are, the boss can’t complain about you doing this. You might even be surprised by the outcome — often when you give control freaks control, they no longer seek it because there’s no longer a “game” for them or push/pull; somewhat classic bully behavior.

   After following these two steps, observe for 6-8 months. If you don’t see any noticeable improvements, it’s time to look for another role (ideally with the alliances you’ve already built in the company).

   These suggestions come from someone who has been in a similar situation more than once and is highly ambitious. It’s frustrating to no longer feel a sense of ownership, progress and achievement in your role. However, to work with someone as you described, you need to use different tactics to be successful (“what got you here may not get you there”).

5. AnonymousJuly 22,2024 at 2:24PM UTC

   This is great advice. Thank you for taking the time and energy for this.

6. AnonymousJuly 19,2024 at 3:48PM UTC

   There's some great suggestions here. Sounds like you became deflated after all the work you've done, the strides you made were not recognized or even understood by your new boss. Make sure you keep your resume updated, always. Then put feelers out for new opportunities. Most people do not leave their jobs, they leave managers. Also, think about getting a data analytics certification as it sounds like you have the former education and know how to support this. A lot of companies, if not all, have data analytic needs. I say go where you are appreciated and your skills are valued. Your new boss sounds like a twit and has no clue how valuable you are, until you leave. Then they will be scrambling. Good luck!

7. AnonymousJuly 19,2024 at 4:12PM UTC

   Love all of this input. Thank you for your contributions!!!

8. AnonymousJuly 20,2024 at 12:55PM UTC

   You are underpaid. Don't even bother trying to make this work, because even if it did you will never overcome the 50k pay gap. Not worth the stress and effort as it's actually going to easier to go get another job. Everytime i tried to make a job work, I ended up spending less time and aggravation just searching and interviewing for jobs rather than trying to work with current management.

9. AnonymousJuly 20,2024 at 2:55PM UTC

   Have you ever meet four direct reports in person? does that company payroll ask you to fill W2 W4 in person? the situation sounds like employer ghosting you using internship coverup under paid.

   Unfair labor practices lack of corporate transparency, send an email to HR or corporate legal directly to express your concern.

10. AnonymousJuly 20,2024 at 3:28PM UTC

    You need to remember that you are inherited and she did not hire you. So yes, you do need to prove yourself to her, but...the way to do it is to show her all the initiatives that you put into place. When I read your commentary I see that you were essentially functioning as a director. In other words the work you did not only benefited your team but also other departments in the company. If it were me and you play your cards right you could internally interview using those items to promote yourself into that role there. Alternatively use that to find a role that is higher level in another company. You clearly have not given this new Director enough or she might feel like she wants to hold you down in that manager role so that she can be the more far reaching resource herself. Think about how long you plan to stay there because your next move will be career shifting and if done right it can benefit you most.

11. AnonymousJuly 20,2024 at 8:41PM UTC

    sounds like she treat a director like an free intern. Why would she hire you, have you ever talked to her in person?

    I would recommend leave asap this kind company especially. She enrolled you as a functional director but lack of financial fairness, the value you create for the company is not get treasured.

    Look into the situation there is another director on the same position maybe, could mean she won’t pay next coming as well in the headspin, middleman’s trick.

12. AnonymousJuly 21,2024 at 6:42AM UTC

    You don’t mention how long you have been reporting to the new director. If the situation is still fluid (the relationship is no more than ~6 months old) you can try to repair it, if you wish. If you go this route, emphasize aligning yourself with the new director’s priorities and building trust. Make your director’s priorities yours and prove your value.

    If the relationship with your director is set (more than ~6 months old), your chances of improvement are very limited. In this case, you are best advised to follow Sue Gordon’s advice and start job hunting. Update your resume, establish your references (your old director, previous managers and colleagues, satisfied clients) and seek internal and external opportunities. It sounds like your old director might be a resource in your search.

    From what you describe, you are a creative, hard-working and well-credentialed professional who has made impressive contributions in your current role. It’s entirely natural for you to move on to an opportunity that offers significant professional growth, especially as you are severely underpaid at your current job and have had your autonomy, leadership, compensation and motivation compromised by your current director.

    One more point: if you decide to move on, your compensation is likely to improve more with a new employer. Your current company is less likely to raise your pay to industry norms unless you receive a substantial promotion. On the other hand, you might want to stay put if the company culture is to your liking and you are transferred to a more compatible manager.

    You sound like an incredible employee and I am rooting for you to succeed.

13. Dawn McDonnellJuly 21,2024 at 1:10PM UTC

    Hi there as someone who heard a similar story as a data analytic with a masters in Math n Science my advice - This is a Fortune 500 company that may have inside other job opportunities- that maybe one strategy- if not begin the process of looking now as it may take you 6 months to a year. The dance for interviewing at your level is long and arduous & you will be best getting with a professional head hunter.

    You might consider going with a boutique company , smaller wher your a big fish in a small pond.

    Check out Schonfeld- company

14. Liz MilneJuly 22,2024 at 1:12AM UTC

    Can you talk to him? Find out what his expectations are, tell him how you worked with the old director, see if that resets things for both of you?

15. AnonymousJuly 23,2024 at 2:43PM UTC

    Is your new director aware of your contributions, particularly aware from the perspective of other stakeholders and/or data to support improved efficiencies? I assume these initiatives were all completed in the current review cycle? What was the hand off like between new and old manager? You may reach out to your old director and get their perspective.

    I had a new boss at my last company (third one in 3 years...) in the middle of the year. She changed all of my objectives and goals that had been set that January. She then changed them again a few weeks later. I later found out she told my business partner I was not strategic, just tactical. Ultimately, she did not find value in the process improvements I was working on (which needed to be done and it removed manual paper processes in some instances). There was definitely a disconnect between us which vastly differed from my previous leaders.

    If you have tried speaking to her but that hasn't helped, try thinking of a different approach. Is there someone else you trust in your organization that you can discuss your concerns with and they give you advice? Perhaps someone that knows your manager/manager's style. It can be a fine line because you don't want to rock the boat too hard and things get worse.

    I wonder if your new manager recognizes your abilities and is threatened by them which is why they aren't giving you further information on your comp/bonus and has not effectively worked through your voiced concerns. This was the case in my situation which was pointed out to me by several people before I realized it for myself. I ended up leaving the company (I was not the only team member to leave because of the new leader either).

    Best of luck to you!

16. AnonymousJuly 23,2024 at 2:53PM UTC

    This is a tough one.

    You say you’ve been in your position for ~2 years. And she’s been the sup for a few months?

    It’s clear that your and her priorities aren’t aligned. One of two things is true: one, you know your position, team and projects better than she does and she’s undercutting you. Or two, she knows your position, team, projects and ultimately the company goals better than you do, and she’s having a hard time redirecting you.

    Sometimes with head butting and power struggles of this nature, I just sit down with the person and have a candid conversation to figure out what values and priorities we share. Also, the way the cookie crumbles is…hierarchy and paying your dues are inescapable. Your last sup may have been happy for you to self-direct but this one isn’t. If after a period of time you truly come to believe that she’s incompetent, you’ll have to move on. But it seems like the main reason you believe she’s incompetent is that she doesn’t adequately praise you?

    Lastly please don’t take one less-than-stellar review as gospel. It’s quite normal to have a bruising “sophomore” year.

17. Goalsetter StaceyJuly 23,2024 at 3:36PM UTC

    Sounds like some jealously and insecurity on the part of your director. You have been there and know what you are doing and they feel new and unsure. But instead of supporting you and trusting you - they are filling you with doubt because it makes them feel better about their lack of knowledge. People can be so small at times. Look for something else where your obvious skills and confidence can shine.

18. AnonymousJuly 24,2024 at 1:31PM UTC

    I disagree with projecting jealousy & insecurity on this person's boss. Nothing like that is indicated in her post. They have different styles. The new manager has a different style than the previous one. The new manager doesn't know the OP enough to trust them yet - their reputation as a manager is also on the line. Every employee needs to show this new manager their competence & not be butt hurt & complain about things like the new manager following HR guidelines.