> 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 inherit

> 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.