Or should I just shut up at work?

[TalkLessSmileMorePlease]

I know that women are always told to be bold but I'm worrying that I'm annoying people. I've always been on to speak out, I guess it's my personality, I'm not loud but I find it hard to hide how I feel. When I was at primary school I tried to get a campaign going to ban meat in the cafeteria (this was the early 90's) and I started writing to my MP about overfishing when I was 11. I know, I sound exhausting.
I've been in my job about three years. I have no managerial responsibilities. I love where I work and what I do but there's loads of systems that just don't work well. I write emails to the management probably once a month or less. I speak out at team meetings. If others mention their concerns to me I sometimes raise it to someone but I never mention names. I do this because women (in admin especially) don't seem to like to being 'a bother.'
The way I see it I feel so passionately about wanting to find a solution that I can't not speak out. I get so frustrated with everyone moaning about things and never looking at solutions! Do they want a solution or do they just want something to moan about?
The downside is I always feel like the mouthy one. The mangers barely conceal their frustration when sending the 'this is just the way it is' emails. I then get frustrated because they're not the ones working with the shit, outdated systems. They don't understand the reality. I make it clear that I don't think I know it all or know better but I ask them if there are alternatives we can look into.
My direct line manager is supportive and tells me to keep raising stuff. However if everyone has issues with something and I raise it and no one backs me up or even speaks in team meetings, I look like an idiot. Sometimes I feel like some colleagues who do the bare minimum and regularly do less than me are actually more respected than me because they don't cause trouble.
I wish I wasn't like this and I could just file my nails and dream about what I was having for tea but I can't help it. Sorry I usually write more eloquently but this is rushed during a lunch break.

OP, we have a couple of people like you at our place (and I have been that person too)

We love their enthusiasm for problem solving and we encourage people to improve things and have provided time/resources for them to successfully do so with full management support.
However we do come across a few issues...

1. Not having the resources/money available for every little thing. They get frustrated at this, but we are part of a massive company, and if the money isnt there, there's literally nothing we can do.

1. Not accepting that their perception of how big the issue they are trying to fix might actually be off. Mgmt know the job well, and its the kind of thing where if someone says 'ugh it took me over 40 minutes to solve x the other day' = we have systems that log the time spent so its easy to sanity check. Its never accurate to their perception. If they say 'it happens all the time!!' That in reality usually means 'its happened twice in the last couple of months but hadnt happened for a year before now' And we say 'look if it escalates into a bigger issue we'll revisit it, but we cant justify spending ££ of our budget on something that happens (for example) once a month for 10 minutes and has zero customer impact' But they dont accept that.

1. Not understanding that in a massive company, if you save £1000 on one project, that does not mean we then have £1000 available to use on another....

1. Not understanding the time suck of managing a change on top of pre-existing workload. They see an easy half hour fix, we see 40 hours of development time on an already heavy workload, multiple meetings/politics to navigate, and attention being taken away from more commercially critical work.

1. Not understanding the nuances of the company. To some people's points elsewhere in the thread, i've had people go 'why cant we just do XXX work alongside what we do already?' And completely ignoring the fact that we'd be putting people out of a job AND without any real concept of the skillsets needed or background management required.

1. Not thinking about things in context... like they dont see that we approved the last 9 changes, they hyperfocus on the 10th one we turned down.

You sound like you would make a great MP!

Where I work is apparently really into Diversity and Inclusion - led by a team of white males. Seems pointless to question this when the writing is so obviously on the wall

Sounds like you need a promotion. I love having people on my team who want to improve processes. Maybe you need to hunt for the right company for you.

I work in a software team which follows the "Agile" methodology. Part of Agile is continually reflecting on and improving your team's processes. We hold "retrospective" meetings, which are blame-free discussions of things that didn't go well and how we can improve next time. I think you would like it.

@MMMarmite

Sounds like you need a promotion. I love having people on my team who want to improve processes. Maybe you need to hunt for the right company for you.

I work in a software team which follows the "Agile" methodology. Part of Agile is continually reflecting on and improving your team's processes. We hold "retrospective" meetings, which are blame-free discussions of things that didn't go well and how we can improve next time. I think you would like it.

Is every idea taken on though? Not all ideas are good ones, and sometimes things that 'fix' one issue create others. If someone came up with an idea that wasn't feasible, would you tell them, or just adopt it?

@MMMarmite

Sounds like you need a promotion. I love having people on my team who want to improve processes. Maybe you need to hunt for the right company for you.

I work in a software team which follows the "Agile" methodology. Part of Agile is continually reflecting on and improving your team's processes. We hold "retrospective" meetings, which are blame-free discussions of things that didn't go well and how we can improve next time. I think you would like it.

That’s an unusual post. What’s the point in telling her she’d like a system of methodology almost exclusively used for the delivery of software/digital systems when she’s a dental receptionist?

Secondly many companies use agile, it’s very common, and it’s about disciplined project management, with continual improvement built in prior to moving to the next task or sprint, to ensure rapid delivery, but it’s hardly applicable to a dental practice. And the op is unlikely to posses the skill set to be employed by any one who uses it. Which is no offence to the op. We all have different skill sets.

The skill set of “I like to email my boss regularly on minor things that we are doing wrong and make suggestions on improvements” is unlikely to gain her a position in digital project management and delivery.

What do you actually want out of all this?

You are moaning that a system that's been used by others and before you arrived is not fit for purpose, the manager has said communicate with the other teams as have other posters. You don't appreciate the time, and effort that would need to be spent changing and training staff on a new spreadsheet yet you still expect the thing to be changed because you don't like it?

You sound very narcissistic, you said you have had lots of jobs. That in itself speaks volumes.

@CinnabarRed

Please may I offer another perspective?

I work in upper management in a large corporate, and have some experience of managing people who sound a little like you - in my head I used to badge them as “problem finders”, and oftentimes I would find their insight very useful but the extent to which I could do something about the problems they identified was, frankly, limited. Reasons for not taking forward ideas included:

• we’ve tried this idea before and it didn’t work for the following reasons
• the costs (money, resources, system downtime, retraining, etc) of making the changes outweigh the benefits
• there are restrictions elsewhere in the system that the requester hasn’t taken into account that mean it’s not feasible
• this idea hasn’t been properly worked through
• there are already plans in train to update systems or processes in the following weeks or months
• we have other priorities right now and there isn’t the bandwidth to add this to the list.

I try hard to give reasons for decisions, but I don’t always have time myself to go into the detail. If someone was coming to me monthly (monthly!) with problems that others weren’t also complaining about then I suspect I would probably stop giving answers much beyond “thanks but no thanks”.

Yes I'm the same although I work in manufacturing so the improvement requests are often mixed in or under barbs/insults about the management like the OP has already done a couple of times!

I.e this little beauty Senior management are paid enough to put up with a monthly email from a mouthy little shit like me. I don't feel bad for them.

I get thinks like this all the time even though at the moment we are going through an £800k program of improvements, that a large number of the senior team are working flat out on.

I'm afraid you sound like you have a chip on your shoulder about management they are paid more because they have more responsibility.

Managers are human too and if you are making your requests with the undertones I've picked up on it's hard for them not to put their backs up.

I'm the change leader within the organisation so I've decided to consciously listen to the problem when I get one of our "problem children" giving feedback but even I will think at times my life would be easier if I just got rid of you.

It sounds like you’re complaining for the sake of complaining and management no longer take you seriously.

Why waste all the effort, knowing colleagues and managers won’t back you?

Sending emails repeatedly doesn’t sound like it’s had any positive impact.

Do you get on well with your immediate colleagues?

Having someone constantly wanting to change things can be exhausting. I run an educational charity and really welcome good ideas particularly when they already come with a solution that is well thought out but people wanting to change things without due thought and process is challenging at times so it’s getting a balance. Pick your battles and go for those that you can see a really defined easy to implement solution such as the hygiene issue you mentioned which saved time between appointments. However if you manager is lacking themselves in confidence or is also just doing a job for the sake of it then they will not be enthusiastic about any changes. Perhaps suggesting a working group to meet monthly to discuss possible issues and solutions so that they are not having to say things in front of management individually but as a group would give better backing for change? Also perhaps look at financial benefits for change - I remember a corporate I was with many years ago had a real issue with people hiding sexuality at that time - quite some years ago before more liberated thinking - and it was only when they then got the reasoning behind improved productivity of people that weren’t hiding their real selves that they finally accepted more openness. Putting it in £’s terms can be really helpful to get their attention.

Why don't you get a job in a charity or an NGO as a campaigner, or get into politics? You have a lot of passion and energy that is probably going to waste.

The NHS and Civil Service are full of people who feel they can't change anything. If people were empowered, they wouldn't need to hire management consultants at thousands of pounds a go. ( They usually ask people like you how to improve things and out it in a very verbal shiny report.) You need to get yourself a project management type of job, such as improvement systems. Also systems programming and systems definition type of role would suit you. So get into the IT side, and start testing systems. All these roles exist, and you need to go for them!!!

I think you have a logical brain that can clearly see what others can’t. You like things to be efficient or ergonomic. You need to find yourself a role where problem solving/troubleshooting is an asset. Maybe try to get a managment position. Somewhere busy or a multidisciplinary team that will tax your brain and allow you to use your skill. I know because I’m like you and I found the perfect role in a local authority. Embrace this gift and try and channel it productively. Good luck!

I do wish people would stop pointing OP towards a career in change. Yes it's great being able to spot issues, but the number one attribute for successfully working on projects is being able to work successfully with others.
Apart from testing- that requires a bit of nit picky fault finding- could be a good avenue for OP.

If you're happy that someone is giving you bullets to fire and that they have no interest in stepping up with you that's fine.
People might think you're a easy mark for taking on potentially difficult problems to air them.

If someone doesn’t point these things out then nothing would ever get done. Don’t apologise for trying to improve things.

I used to be the mouth at work always fighting others battles, always asked for help to sort. If I thought it was unjust I'd say so. One day something serious enough to get me sacked happened. I had all the blame loaded on me, even though it was nothing to do with me, (happened whilst I was on break). Not one person stood up for me, not one!
I never did it again, people asked but I declined.
(BE CAREFUL)

If I'm honest, I don't often want actual solutions to problems. Moaning is therapeutic. Maybe people just want to moan? It sounds like you are trying to be helpful, but maybe it's misguided. I'm not saying don't raise things, but may be prioritise and let some things go. Constantly raising stuff sounds must be exhausting for everyone.

haven't read all posts , so excuse if i repeat anyone.

i've been like this in every job i've done always been rewarded for it in the end.

With your ideas - focus on one that will benefit everyone including management- perhaps save costs / create efficiency etc. Also would be good if it helped you in your job. Get your manager's buy in to work on it(she seems to want encourage you) . Consult with all stakeholders before you start . Feedback to your manager or the manager that owns the issue on the results of your consultation- could be just responses to your e-mails. make sure evryone understands how it will help them. take on board other's ideas to perhaps fine hone your original idea. Produce a report/ mock up spreadsheet etc present to manager who ok's with his/her managers to put into practice etc etc.
hope this helps- go for it, but be more focused.

@rookiemere

I do wish people would stop pointing OP towards a career in change. Yes it's great being able to spot issues, but the number one attribute for successfully working on projects is being able to work successfully with others. Apart from testing- that requires a bit of nit picky fault finding- could be a good avenue for OP.

Yeah, know your place OP. Some posters have unilaterally decided that you can’t get on with people. Thus you must put a sock in it and never suggest anything, ever. Just blend in. Can’t be getting above yourself, eh? That would never do.

On this site, I sometimes wonder whether it is 1961 rather than 2021.

Depressing stream of comments of 'know your place' etc.

I think you're in the wrong environment OP - find a start-up again where they value ideas and are open to moving quickly and implementing them. You can still be admin in that situation, if that's what you prefer to management.

Is there a union? If so perhaps consider becoming a shop steward. Then you’ll have a platform and a reason to raise concerns.

@rookiemere

I do wish people would stop pointing OP towards a career in change. Yes it's great being able to spot issues, but the number one attribute for successfully working on projects is being able to work successfully with others. Apart from testing- that requires a bit of nit picky fault finding- could be a good avenue for OP.

I do wish people would stop posting demotivational stuff like this.

She was happy working in start ups apparently, and those, her energy and a desire for change and improvement are a plus. What is very clear is that the kind of work environment she is in does not suit her temperament or interests at all.

This reminded me of a quotation:

"The reasonable man adapts himself to the world: the unreasonable one persists in trying to adapt the world to himself. Therefore all progress depends on the unreasonable man." ― George Bernard Shaw, Man and Superman

Anyway, you may be in the wrong job environment, for you. Ideas, suggestions or thinking may not be wanted or expected from you. There are places which could be more receptive. That can be true of a large organisation as much as a small one.

It's tricky, though, learning about the inner workings and assumptions of a workplace. James Harding, who went from editing The Times to being the head of News at the BBC, said that he could never work out where the levers were. He meant in the labyrinthine organisation that is the BBC. He eventually went off to set up his own media company.

Yeah, know your place OP. Some posters have unilaterally decided that you can’t get on with people. Thus you must put a sock in it and never suggest anything, ever. Just blend in. Can’t be getting above yourself, eh? That would never do.

On this site, I sometimes wonder whether it is 1961 rather than 2021.

It’s very odd.