I am on a temp contract in a reduced role with no direct managerial responsibilities, as suited my age and experience when I moved into the team from another area of the business. My post is outside the hierarchical structure of the team - I report directly to the department head whereas every other member of the team is within some kind of pyramid/chain. My manager wants to make my post permanent soon so I am trying to make a good impression and exceed (I always work very hard anyway - generally I love my job :) ). I have no experience of managing other people's work and it's not part of my job description.
One aspect of my work involves a task that needs specific knowledge. There have been issues in the past within the business that tasks are too dependent on one person. My JD says I am in charge of 'the process' and facilitating the process being able to be undertaken by other people within the team.
I was asked to achieve this task in four different ways over the course of four months until two months ago when my deadline hit and I had to pressure my manager for an answer. At the time I was new to the process so could not suggest ways of doing it, merely carry out (whilst learning the process myself) what she suggested. At first it was compulsory, so I presented it that way to the team and it was extremely unpopular. Then I was told it wasn't compulsory. Then it was. Then it was but only for a select few (who were happy with it).
Manager apologised at the time for changing the plan so much. The team are aware that others were originally in the plan and the ones who now do the extra work asked me last week whether these people are ever going to do it. I replied, honestly, that I didn't know as manager hadn't given me a clear decision about what was best for the team (mistake, but I was exhausted).
I approached my manager and we had a horrid, slightly aggressive conversation where she said it was my responsibility to sort it out, she clearly didn't care and that I should just get on with it. I said I didn't feel like she had given me a clear answer: was it compulsory or not. She gave me the answer, grudgingly after saying I should have the intelligence to work it out myself, and this week I sorted it out accordingly.
She has been out a lot at meetings and I think this issue (that she feels I didn't just 'get on with it' for the last few people) may come up in my meeting with her next week - we review all my tasks and where I am with them. If it comes up I want to say that I didn't feel I had enough guidance/didn't feel that my role involved deciding what other's job descriptions/tasks are. My role is normally very independent within the team. DP thinks this is stupid as I will look bad. From my POV we are also a heavily unionised industry - I just didn't think it was a remotely good idea for me to ask people to do extra tasks when I have no overview of their day-to-day activities and did not have a clear idea whether it was compulsory work or not (would completely change the approach), especially when it was so vehemently rejected so the likelihood of someone saying no if I gave a choice was high, which would be pointless if it turned out to be compulsory.
I'm sure there was a more succinct way of writing that. Does anyone have any advice on what to say if it comes up please? I think from my manager's POV she assumed more about me than I am actually capable/have experience of at the moment (am about ten years young for my post - usually the youngest in industry meetings by at least five years). She assumes things like this a lot and mostly I can cover for it but I couldn't this time.
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Had a minor run-in with my manager last week. Think it will come up in my performance meeting. DP and I have different opinions on how to deal with it - help please?
5 replies
SoVerySleepy · 21/03/2013 23:32
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