WIBU to 'grass on' this colleague?

[MotherOfBratz]

NC - I'm a long-standing poster, but this is rather outing. I'll try and keep it reasonably brief (and am willing to elaborate if needed):

Due to a recent restructuring initiative at my place of work, I accepted a transfer to a different department that came with a promotion - but of the five teams that used to work for me, I only took two along with me when I moved - which is nothing but sensible in terms of our post-reorganisation org chart.

There's just one small problem: several of the people in the teams no longer managed by myself have approached me in private and have complained about how much they dislike and (worse IMO, I've done good work for bosses I didn't love) disrespect their new manager, have directly asked me if I have jobs for them in my new department or have said that they're job hunting outside. So far as I'm aware, they've done this independently of one another (though if they've covertly organised in order to give that impression and are actually in cahoots with one another, I'd be one proud former boss at having chosen and trained them).

I personally know their new manager and actually quite like him on a personal level - but having had interactions with him regarding projects delivered jointly by my former and my current department, I can see why my former employees might not enjoy working for him. I know I certainly wouldn't (and have the privilege of not having to, so who am I to talk about personal likes?). There is nothing inherently wrong with how he approaches things, IMO - it's just that the way he manages is not particularly compatible with the type of team I have built. Colleague seems to be a 'standardise and industrialise' type of guy - I've always been a 'boutique type delivery of mind-blowingly excellent but correspondingly involved (and expensive) projects' kind of woman and have shaped my teams accordingly. The type of people I have put on these teams don't tend to gel well with the type of manager colleague is.

Here's my dilemma: I could speak up to my (and colleague's - we have the same C-level bosses) higher-ups about my concerns and I'm practically positive I'd 'win' if I did. My unhappy ex-subordinates would love me, as would my bosses (my style of management is much more in line with what the firm aims for these days - that's a purely generational thing). But if I do, colleague may be sanctioned. Colleague is also in his late 50s and his style (the one my former team members complin about) is not en vogue - so he may not have many options elsewhere. I don't think he deserves this. This is not a case of him being wrong - his style and background are just a poor match for the position.

Or I could keep schtum. This may lead to my ex-subordinates leaving one by one and the company I work for getting into dire straits in a critical business area. Much more importantly to me personally, it would mean washing my hands of people I have personally selected, trained and developed, and whom I care about on a personal as much as on a professional level, and leaving them to fend for themselves in a situation they are clearly trying to address by speaking to me. I feel responsible for these people and I'd hate to let them down when they put their trust in me.

So WWYD?

Sounds a bit like you enjoy the illusion of being irreplaceable and are enjoying being fussed over.

Hate to break the bubble but next to nobody is irreplaceable. People will move on, step down, get promoted, have carewr breaks and ultimately people will have to work with those they may not 'click' with.

If they have a formal grievance, they should raise it formly.
If they are just bitching and gossiping and targeting someone who doesn't chat the same buzz word lingo as them then they are unpleasant and you are facilitating this (hardly a good management style).

You work for an agency don't you? That semi-literate agency wank speak generally isn't the done thing on the commercial side it winds up right up.

But on your points! I DISAGREE he is doing anything wrong or that you would "win"
Tats just a really odd way to say it.

I so agree you should speak up off record, nothing formal.

We are just post restructure and I am (like you) senior enough to have to consider the welfare of the company and the workforce in mind, but not board level senior yet.

Anyway I have flagged issues with discontent colleagues and poor management, not to "win" or have anyone disciplined just for a poor match. But to ensure stability for the company and help improve the situation for all parties.

Oh and if your team can't adapt to different management and working ways, and can't communicate and negotiate the issues and challenges they face you haven't built something that high performing sorry.

This is easy OP. You tell them, nicely and gently, that there is, unfortunately, nothing you can do but they should discuss their issues with the manager themselves. If this does not work, they need to raise their concerns through the appropriate channels. As you have indicated that you work for a large corporation there will be policies on raising concerns and perhaps even workplace mediators who can support them.

This. It’s so obvious I don’t really see the dilemma.

Oh and if your team can't adapt to different management and working ways, and can't communicate and negotiate the issues and challenges they face you haven't built something that high performing sorry.
This ^^

I am (I think) similarly senior and have recently been through similar restructuring but in a much smaller organisation.
My ex-team were all relocated to other teams and those that didn't get made redundant are complaining. The thing is, there isn't all that much you can do, except for giving them time and your ear and possibly coaching them to give it 6 months (or whatever) before making a decision. It all needs to be done in a way that doesn't undermine their new manager, otherwise things will get hugely worse.

OP, was there an actual point or did you enjoy boasting and bigging yourself up...?

Honestly i feel sorry for the new manager . He's been in the role about five minutes and already being underminded by his team ( who really do need to give the poor man a chance). If they do so they might actually learn something from someone who has years of experience. Just because he does things differently doesn't make him wrong. You OP need to stay out of it. Clearly your old team are not as good as you think if that work through the changes and challenges a new manager brings without running to you.

I’ve a horrible feeling you might be my boss ...

I will be honest. I found your post difficult to read and you came across as very self important...by halfway through I had lost interest and only read to the end to see if you had any redeeming qualities about to shine through. I'd keep out of it if I were you as I feel if you were to speak to your managers in the same tone as your OP they would be thinking WTF and eyerolling furiously.

Well, you certainly think a lot of yourself OP. That's what I got from your OP. Isn't it great having all those people clamouring to work for you with your hip, corporate speak, rather than the fuddy duddy 50 odd year old.

Not your issue, don't stir and tell them they shouldn't be telling you this. It's inappropriate.

Not your circus, not your monkies.

Also, it’s not ‘myself’. It’s ‘me’.

“No longer managed by me.”

Monkeys of course

I dealt with a similar situation recently as an onlooker. One senior super awesome manager retired, his replacement is a perfectly capable and pleasant individual, but has a different management style. Cue lots of bitching about new manager, to the point that almost every time he opened his mouth it was being dissected afterwards.

I became aware of it, and I intervened by speaking confidentially with a couple of the key agitators and pointing out that I thought they needed to give new manager a chance and that they need to accept that everyone has different styles, and actually, by not, they were being pretty unprofessional (and by virtue of their position, were leaving themselves vulnerable). I also spoke with new manager before that and gave him a heads up that I had become aware of a few personnel issues and asked for his blessing for me to have direct conversations with his staff about it. He was grateful for the the support and I suppose it only happened because I already had a strong professional relationship with him.

It's all sorted. Bitching has stopped, and whilst new manager will never be the same as super awesome manager, there are the foundations of professional respect.

OP there is something in your posts that sounds quite self congratulatory about your colleague's difficulties. I think there is an element of being pleased he can't do the job as well as you. I also think your OP sounds like you are too overly invested in your team's interpersonal interactions.

So far as I'm aware, they've done this independently of one another (though if they've covertly organised in order to give that impression and are actually in cahoots with one another, I'd be one proud former boss at having chosen and trained them). WTAF do you mean by that?

I honestly think the correct approach is to say to your former team members that different management styles are equally valid and they need to have a direct conversation with their new manager about how they are feeling. Otherwise it seems as if you are undermining him.

Why were you managed sideways into another department if you were mind-blowingly excellent in your old role?

Op, it sound to me like you are describing a culture clash in terms of the approaches to management and projects that you and this other manager take.
I wouldn’t ‘ grass’ in someone for that. The people at the very top should take it upon themselves to set the priorities of your managers. Not your problem.

I've read this thread through twice and I don't like the sound of your reaction to this situation. I'm feeling rather sorry for the other manager who I think needs to be left to get on with his job without interference from you.

I'd have thought that if they were so fabulously trained, they'd be able to deal with change a bit better.

Going moaning about the guy just on the basis that they don't like him is unprofessional, and I'd be really quite alright with them leaving on that basis.

It's really none of your business, and there doesn't seem to be anything to grass this guy up for.

If it was me, I’d encourage each complainer to speak with the new manager and talk about they they like to be managed in order to get the best out of themselves.
If they’re still complaining, then they should speak to the manager of their manager with specific examples of what is going wrong.

I have been in the situation where my new boss was unsuitable for the role, we provided feedback to the next level up and didn’t see any improvements, provided more feedback and they left after about 8 months. It was without doubt an awful situation to be in but our ex manager ‘grassing’ on the new person wouldn’t have been the right way to go, it was much better to hear examples directly from the team members and our previous manager was asked to provide further training/mentoring and also feedback on the progress. Otherwise you all look unprofessional and resistant to change.
Not to say your ex team members can’t come to you in confidence but you need to encourage them to resolve their issues as moving on could mean they face the same problems again.

It’s quite difficult to come up with specific advice as I don’t understand what the problem is if it’s just a difference of ‘style’, I mean you haven’t said everyone’s missing deadlines etc.
But I would definitely tell the complainers that they should try and flex their own style of working otherwise they’re not going to get on well at any company or with any move/promotion if they have to work with someone new.

Christ. I don't think I'd like to have worked for you with all that jargon prose.

Agreed. I skipped all of the bracketed text after the first few, it was exhausting. You sound annoying and meddling.

You could look v bad if you wade in and it could come back to haunt you.

The people with the complaints (your ex-team members) need to sort this out themselves through the proper channels - encourage them to go to their bosses boss or the HR manager if appropriate and air their complaints there.

I know they prob feel safe coming to you but I’m afraid it is no longer any of your business, as much as you feel for them professionally and personally.

It is nothing to do with you but it sounds like you enjoy being missed by the teams your used to work with.

So your old team (who presumably talk the same unintelligible corporate shit you do) have recently got themselves a new boss who is good at their job but less into talking bull shit. Well it’s up to your former “subordinates” (ffs) to either get in with it or ship out

.