Worried about a change of role/boss

[TransformationReconfiguration]

Kind of a WWYD but also about work specifically so I've put it here. NC because of the nature of the post but am a regular under another NN. I'll try not to drip feed but don't want to be too specific about my line of work.

I have a regular job as a junior in my department. 18 months about I got a temporary promotion initially for one year, extended for another after that with the guarantee of my old job to go back to. However, in the menewt he department has a new boss. Currently she is my peer but she will be my senior when I go back. I think she does a good job of running the department but she has made it clear she does not think much of me as a colleague. She is quite abrupt and comes across as rather aggressive in my opinion at the best of times but it seems worse when it comes to me (maybe I am being over-sensitive?). She seems to imply either that what I am saying is so obvious it shouldn't need saying, or she implies that I am totally clueless/stupid. I am supposed to attend her team meeting to give advice and support, she basically told me if I had anything better to do I could leave because she had it covered! This has been ongoing but I guess gradually getting worse over the last six months. A lot of it is when we're alone but sometimes it's around others (including our line manager) but I'm not sure anyone would back me up to say she's doing it - it's not obvious, it's just comments that stack up that upset me. Do you think there's a possibility I'm being over-sensitive?

So my question is how do I approach this? Do I speak to our line manager before I go back to my old post? I have a feeling he will say he's not witnessed anything and if I have a problem with my peer at a senior level he'd expect me to deal with it myself.
Do I ask her if I've done something to upset her? Or do I just keep my mouth shut and hope she acts differently when she's my boss and not my peer any more? Any advice gratefully received.

Is she the type of person who values the authority that a hierarchical structure gives her - so for example expects that people will do as she says simply because she is their boss? Does she have a fairly rigid mindset? If so, is it possible that she finds your current job situation confusing and as a result isn't handling it very well?

How long is it until you go back to your old role? If it isn't long I would be inclined to stick it out and see if that changes the dynamic.

In the mean time, can you work out whether she ever praises others in the team or whether she actually treats everyone in a similar way? If she treats everyone the same, then it may be a case of you learning to "manage upwards", so working out what her goals are and helping her achieve them.

If she seems to have a particularly poor opinion of you, then you may be able to figure out why through any appraisal process that goes on. It might be helpful to ask for someone else to be present at any appraisal in the transitional year - so both your current and your new line manager.

If what she does is not obvious, I would keep my mouth shut and not involve your line manager. They might suspect but it is probably not enough to derail her promotion and between you and her, they might very choose her (since they promoted her).

It is unlikely that the line manager will champion your cause on such an issue unless it is affecting not just your morale but a lot of other people. At most, it will be raised in her appraisal hopefully anonymously but even not, I think most people can guess who the feedback came from, particularly if you give examples and I assume you would have to when you go to your line manager.

In the meantime, scatter's suggestion about observing whether your colleague is just sharp to you or is it also to others is worth noting. It could be the way she talks that rubs you the wrong way but if she is doing it to everyone, then at least you know it is not personal.

Where does your colleague stand vis-vis-vis your line manager, before and after the promotion. Who reports to who, if at all?

Just wanted to add, that I was in a similar situation to you with a line manager that was somewhat brusque with me (more so than with others, I felt) who eventually became my boss. Boy was I glad I never raised any issues about her behaviour to my line manager. I managed to get a promotion as a result.

That colleague had a personality that took everything personally. I would never have got the promotion if I made it known I could not work effectively with her. I am now leaving the firm for greener pastures and putting her firmly behind me.

Not a good idea to raise issues about your boss unless you are prepared to walk!

Hi, thanks for replying.

Yes perhaps she does like authority as expects everyone to do as she says cos she's boss. I'm not sure she does fully understand my role and I think she worries I'll try to take over or take credit for the changes she's made - I would see myself as supplementary to her and to offer support.

It's not a case of me vs her in terms of promotion, what we do is very different. I don't manage people (and don't plan to!) whereas she does. Maybe it is more about the role than me as a person. I almost feel she's trying to devalue what I do - to be fair I do a lot away from her department - I work all over the company - but I dont think she recognises that.

Management wise at present we have the same line manager - he manages 3 team leaders and me but I've always felt he prioritises them because they run teams. I've very much left to get on with things (which is fine most of the time because I have to be independent) but I have to fight to be heard if I do need support). Currently we both report to him. When my secondment ends, she will still report to him, I will report to her.

DH says I should go to boss now but I'm worried it'll make things worse or as you say blueshoes nothing can be done. I'm also very conscious that someone whistle blew on her last year - found to be an inflammatory accusation and I don't want to end up in a similar position. I will observe her as much as I can, I'm friendly with the staff in the department still do maybe I'll meet with them and see if anything is said in conversation (without bringing it up directly). I'm starting to think maybe it's more about my current role than about me as a person so maybe it won't be an issue when I go back.

I'm going on leave next week and she's off the week after so it'll give me some breathing time and space. In the mean time I'll be looking for a new job, ideally at the same level I'm at now.

I think she sounds like a bully TBH. Whether or not she values your contribution it is massively unprofessional to make it clear that she doesn't.

I would record the interactions with her that are unprofessional / difficult.

Looking for a different job is also a good idea.

How do you get on with the other two team leaders? Is it a possibility that you could transfer to one of their teams?

I would be tempted to talk to your manager but in a positive way - i.e. putting in clear plans for your return to work in your old role and agreeing targets etc. If she does have a problem with you it could continue / get worse and you will need clear evidence that you are performing your role.

Good luck.

Hi unexpected. Thanks for that. Yes that's essentially how I feel - even if you don't like what I do - or me for that matter - how does it help to keep pointing it out? I'll try to recall events where she's said things and do a diary of any future events.

Changing to another team would be tricky - our whole unit is undergoing reconfiguration as part of a transformation project (hence the name) with a lot of people being redeployed so asking to move would look a bit odd. I'll bide my time and see what comes up whilst keeping a record of what she's saying. I'll also see if anyone else has issues or comments on how she speaks to me.

It could be a good time to move without fuss? I would express concerns to your current line manager before you go back and ask about the potential to be part of another team

No I did think about it but when they did all the changes, they closed one department and asked everyone where they wanted to go but only moved the people around from the closing department. If I asked to be moved now, it would be very unsubtle and I'd have to be very specific about why I wanted to move. Trouble is I don't know who the other department manager would be, might be out of the frying pan!
I could just say I know they've got a lot of staff in the one department and not many in the other and if they wanted me to move, I would be willing :) that might work....