Deeply offended by manager?

[avenueaspirr]

She’s my new manager but we’ve both been in the business roughly the same amount of time (5 years) and we do know each other.

Our first meeting she asked why my productivity had slipped - I advised of the reasons (new systems that don’t work basically and we physically run out of work so I do admin tasks that don’t count towards recordable productivity)

Then before I knew it a week later she’d booked me in to screen share with a colleague to literally sit there and watch them work. I was so offended for the following reasons.

• I gave legitimate reasons and I wasn’t questioned further
• I’ve been doing this job for 5 years so the fact she wants me to watch someone else do it was insulting
• That she discussed my performance with another colleague who is the same level as me

Did you go for the manager role?

She shouldn't have discussed it with another colleague on your level but it sounds like others are in the same situation but are more productive?

You and her being in the business the same length of time is irrelevant.

It sounds like you're struggling where others aren't?

You may think your reasons are legitimate but she doesn't have to agree.

She’s my new manager but we’ve both been in the business roughly the same amount of time (5 years) and we do know each other.

There must be a reason she's a manager and you're not, yes?

idontlikealdi - no it wasn’t an advertised role. It was more like one manager left and instead of hiring a new one we were just split between existing managers.

CallMeNutribullet I included the length of time to give context that whilst she’s my new manager, neither of us are new - or that we have just met.

cupsofcoffee she definitely has the right to feel my reasons are not legitimate, however I feel she should convey this to me. She accepted what I said in the meeting and nothing further was said until I was told I would need to sit there for an hour an ld watch someone.

@Aquamarine1029

She’s my new manager but we’ve both been in the business roughly the same amount of time (5 years) and we do know each other.

There must be a reason she's a manager and you're not, yes?

She’s around 15-20 years older than me so had longer to develop a career and came into the business from a management role?

Or the fact I have zero interest in ever being a manager? Doesn’t appeal to me in the slightest.

I work with someone who probably thinks she's as good as others who have been there the same length of time in a similar role.

She's not and she really could do with more training.

I started my job the same time as another colleague. We're extremely close friend-wise. He went for a senior position and got it. He recently had to do a back to work meeting with me after time off due to sickness. He asked me 10 times more questions than my normal manager would. He was covering every base possible. I don't blame him. He was trying to be as professional and thorough as he could. It was understandably difficult but we wobbled our way through it. maybe your colleague is trying to do the same?

I wouldn’t necessarily be offended that she felt I could with some extra training or to see what others were doing (on the basis of perhaps them appearing more productive despite us being in same role etc) but I agree I would be a bit miffed if the conversation ended with no further action or follow up and then I was randomly sent for “training” out of the blue.

I don’t think this is a particularly good management approach, she really should have at least given you a heads up that she felt attending a training session or doing some shadowing would benefit you and told you what she expected you’d gain from the time too.

I mean if you just sat there and watched did you even learn anything? Did she tell you what she expected the outcome to be?

I understand why you’d be upset, she might have a genuine reason but it doesn’t sound like she’s communicated it well at all.

But some manager are just not very good unfortunately, that’s how it goes.

The fact that she’s asked you to screen share with another person tells me that your reasons for lower productivity are not universal. You also don’t know what she told the coworker and probably did not mention your lower output, instead told them some made up story about sharing best practices or standardization.

Maybe you need to step back and see if you can learn something from the manager and the coworker. It may save your job.

Did she definitely discuss your performance with someone else?

Was the screen-sharing productive? Is your colleague able to use the new systems more efficiently than you are?

Length of service doesn't automatically equate to a high standard of work.

There genuinely isn’t anything wrong with my work, we get independently marked each month and I have had passes for over a year. I got recognised for my high productivity at Christmas.

I genuinely don’t mind if my reasons aren’t universal or she disagrees - however I do feel she could have discussed it with me. As far as I was aware there was no further issue.

I don’t know what she said to other colleague but she was approached for me to watch her work so it’s unlikely it was spun in a positive light to myself.

How has your productivity been since Christmas, has it taken a sharp downward trend?

What other things did you expect her to talk to you about, she asked why, you gave an answer , she took action. Not the in the warmest and fuzziest manner, but we’re your answers about your productivity going to change between the first time she asked and when she set the meeting?

Have you had any problems with her before you joined her team?

I feel like there is probably more to this story and it’s hard to advise without all the relevant information.

My advice still stands though, I think it’s in your best interest to work with her to find ways to bring your productivity back up.

Crap..were not we’re.

I genuinely don’t mind if my reasons aren’t universal or she disagrees - however I do feel she could have discussed it with me. As far as I was aware there was no further issue.

Whether you like it or not / agree with her appraisal of your work, she is your manager.

I agree with pp - take the time to watch and learn, you shadowed that person because she wants you to learn from them. Take the hint, she could make your life difficult if not.

I wouldn't be offended, you've said one of the factors is processes not working and reducing productivity, your colleague clearly works with the same processes but has higher productivity...

I’d keep an open mind. Maybe she wants to hear more from you once you’ve seen how others work. I wouldn’t take it to mean “you’re shit at your job, look how good xx is”.

How odd, it doesn't sound like there is anything wrong with your productivity. You have given legitimate reasons- the fact you run out of work ALONE would surely mean that you've been extra productive?
I would be offended too, she didnt explain any concerns or anything further at all and suddenly you are made to watch a colleague work She hasn't handled this well. If she approaches you or does something similar again surrounding the main issue, I'd definitely go above her as you really havent done anything wrong and there is nothing to improve.

I'm confused as to why when you were booked in for the screen sharing you didn't speak to your manager and ask her why this had happened at this point?

I agree there should have been a discussion. When issues are performance related you shouldn't be expected to 'take a hint'. Issues should be spelled out clearly.

So as a supervisor the following things stand out
Your manager has highlighted your productivity has slipped. This is either against your previous productivity and/or against other colleagues productivity.

You were asked why and blamed a new system and running out of work. As a supervisor I would expect this to reflect in everyones work. I.e system causing everyone issues and also everyone run out of work.

If it was not I would also have booked you in with a team member who isn't having a down turn on productivity to watch and learn how they navigate the new system. Although I would have ideally spoken to you first to advise that is what would be happening.

I wouldnt have told your colleagues you were struggling, rather collaboration on best practices, however I bet your bottom dollar the team could already see your level of productivity.

Length of service between you and colleagues means nothing, I've had team members in roles for a year work smarter and more efficient than those who have done it for years and years (usually as the ones who have do r it for years are often, but not all, resistant to change and new systems)

Fightingfirewithfire you are literally talking out your ass. You don’t know my job or how it works.

• It’s system error messages that I get and then report. Which takes time. I get them from just clicking one (the only) button to load the data I need to work. It’s not a system outtage that impacts the entire team.

I’m not resistant to change in the slightest. But system errors that prevent me from doing work will shockingly slow me down.

• You hey your bottom dollar people see my productivity? I can assure you that’s bullshit. No one has a clue what’s been closed by whom and how much work any one of us have done.

• Why are you discussing length of service? I never once said anything about being here longer meant I knew more etc. Why are you putting words in my mouth?

I mentioned it purely to show that neither of us are new to the business and learning something from scratch, because if I said I had a new manager then people might assume she’s new to the business.

I think you need to improve your attitude. The fact your productivity has fallen is what’s wrong with your work, and as a manager she’s perfectly entitled to take steps to tackle that.

@avenueaspirr are you now saying the system issue only affects you and nobody else? If that's true, is there not the slight possibility that it might be down to user error?

You also said workload meant there wasn't enough loggable work for you to do, so are others logging more work than you?

Some pretty judgemental responses here. I agree with you OP, your manager showed pretty poor communication in not responding to your explanation. Also agree that she probably discussed your performance with your colleague, thats far more likely than her making up some kind of cover story.