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I wasn’t responding to the OP but the idea that somehow changing managers is complacent and/or punting the problem to someone else. Employees have 0 responsibi
by addicted 4y ago
I wasn’t responding to the OP but the idea that somehow changing managers is complacent and/or punting the problem to someone else.
Employees have 0 responsibility or incentive to improve their managers (the converse is not true). In fact, it’s a terrible idea to do so, because there’s probably only single digit % of managers who would take that positively, if even.
Especially if it isn’t the manager taking the initiative to ask for improvement ideas.
- nailer 4y ago> I wasn’t responding to the OP but the idea that somehow changing managers is complacent and/or punting the problem to someone else. It isn't? Whoever inherits the role will have the same issues, so how isn't swapping teams punting the issue to someone else? > Employees have 0 responsibility or incentive to improve their managers (the converse is not true). Employees have a responsibility to make sure their job gets done, and can (and should) identify obstructions to that happening. > there’s probably only single digit % of managers who would take that positively, if even. 'Managing up' is a well-known and fairly common skill at large companies.