How do I push back on upward delegation?

[Youngatheart00]

I’m a manager in insurance for context

Recently took over a new team and a couple of people in particular seem keen on ‘upward delegation’. Older males in particular!

Now, as a manager, I want to be seen as supportive but half the time I think they’d re just being cheeky fuckers and seeing how much they can get away with

In addition they are often the first to push back when I ask them to do something

I don’t want to be too autocratic but I am THEIR manager not the other way round.

How can I push back on their requests whilst also being a good leader?

Why are they sending it to you? Are they saying they aren’t capable of doing it? I would reply something along the lines of this is within the JD of your role so you should be able to do this, if not I am happy to arrange training for you to show you how it’s done.

Reply via email, if being asked to do something:

"Thank you for blah blah blah. Shall we arrange a time to meet to review together this once you've prepared it? Let me know when this might be"

If they're asking you to attend something:

Thank you for the invitation however I don't currently have capacity to attend. I'm keen to hear how it went so let me know if you have any queries or issues after the meeting"

Etc etc

Are they literally just asking you to do the task? If so, I think you need to have a conversation as to why they can’t do it and resolve. Do they need training? Do they need help to prioritise? Are there specific aspects they need guidance or advice on? They shouldn’t just handover to you unless there are exceptional circumstances.

Yes a lot of them saying “can you do this” some of which is in our process and some isn’t. For the stuff I should be doing, I clearly can’t push back on but their attitude stinks. I have 15 people in my team and most of them act as if they are the only one.

Another issue is the expectation that you are a ‘fixer’ and are responsible for solving all they don’t like about the organisation.

And then there’s the whole ‘not my job’ / ‘above my pay grade’ nonsense

I’m very skilled in my industry but I’m lacking in confidence to really put my authority stamp on the team and command their respect

I think a lot of it is connected with remote working and not knowing people personally. The culture stinks

Any advice gratefully received

Be autocratic! They are employed to do a job- make them do it. Someone asked me last week to contact a person for them and I just sent the email details back and said you send and and please cc me in. Cheeky isn’t the word!

I would have never dreamed of treating my boss the way they do. I want to claw this back before it deteriorates further (I’ve only been there 3 months)

As it happens my own line manager is useless and it’s nigh on impossible to get time with her, she also never responds to emails.

Just talk as if they’re doing and ask them when they’re doing it.

If they say that it’s above their pay grade, ask them to explain exactly how. And be prepared to say that you don’t agree.

If they say they’re busy, ask them to set out exactly what they’re doing and the time it is taking and be prepared to say that you disagree and they should be able to do it.

It’s about those moments when you have to be prepared to make a clear statement of authority - it’s hard at first but you get used to it

I sometimes push stuff back down by saying, 'I'll leave this to you, as you are much closer to the issue than I am.'

Good suggestions already. I'd add a coaching approach to things they say they don't know how to do. Ask them questions - how do you think you should approach that? What do you do next etc. Keep going until they arrive at a solution for themselves or at least some next steps.

I’d suggest you read 10 minute manager meets the monkey.
It’s a great book with some good strategies on dealing with things like this.

Maybe it's a sign you're not actually doing a whole lot? This stands out "For the stuff I should be doing, I clearly can’t push back on but their attitude stinks.".

Erm if it's stuff you should be doing, maybe it's your attitude that needs fixing. I bet it's because they're older they dare say something whereas younger staff wouldn't dare call out a manager (but will moan about you behind your back).

So many managers do barely any work other than set pointless meetings!

@icelolly12 I’ve obviously done poor job of articulating it but the notion I’m not doing a lot is laughable - I’m flat out. 6, 7 teams meetings a day. Plus some face to face meetings are starting to come back.

Perhaps though, I could do a better job of informing the team of what I’m doing

The stuff that they are required to ‘delegate up’ is because we have a very hierarchical attitude to processes.

It makes up probably 10% of my overall job.

But then there’s a whole other load of stuff which is just either laziness or learned helplessness or an attitude that ‘management should do it’

Well if you don't have the time just tell them '"In meetings all day, please action xyz thanks" - be blunt.

As per PP have said ask for all requests in email and reply that you need to understand why they can't do whatever you are asking. If it's training you organize it. If it's lack of time then what are they doing that they don't need to do so they can do whatever they are asking you.
Quite often it's because they are dicking about, running out of time and can't be bothered to take personal responsibility. You have to push this back on them. There will be sulking, possibly tears too. But stand firm, you are the manager if tasks are not getting done and brown stuff hits the fan your manager will come after you not them. Don't put yourself in that position.

I had a really good boss years ago and he said "we're not here to be liked, we're here to get the job done".

I find this really hard as I want to be liked!! But he has a point. And I admire friends and colleagues who are blunt and leave you in no doubt who's doing the work eg can you give me an update on xyz

The trick is to see work being managed up as something you review/advise on, not DO.

Team member 1: "I've made a start on this proposal, attached".
Your response: "It's a great start. Please ensure you add x, y and z to the final version and confirm whether the client needs a, b, c"
OR: Great, this looks good so far. In future, don't worry about sending it to me while you're still working on it - please do let me see the final version with at least a day to review.

I'd also say that if you're a new manager and you're working remotely you also very much need to be engaging with the team. Get to know them, understand their strengths etc. Was the previous boss a micro manager so they don't really understand that's not your style? Do they need you to reassure them or do they need you to be direct? Part of being a manager is working this out and adjusting accordingly.