Manager in another team

[Tennisplayers]

There is a manager in another team who is very abrupt and likes to blame others. 2 members of staff left her team and the organisation within months because of her. It was a shame as they were outstanding. 1 member had a breakdown because of her. Another 1 transferred teams and she refused to let her leave for 2 months. Her current team don't say a word.

Recently a colleague in another team said this manager shouts at her on the phone and sends passive aggressive emails when she goes to put a customer through that she has been dealing with. One time she was annual leave and answered her work phone and said why was she ringing her.

Recently this manager shadowed me. Her reason was she wanted to know what I did for her own 'learning' but other colleagues were very suspicious and don't trust her.

She has had a few digs at me recently in meetings and tried to blame me for others incompetencies. I have a meeting tomorrow where she will try and blame me for others issues. I won't have to deal with her after this. How do I deal with this toxic manager?

Recently I updated a spreadsheet for her about her team changes and distributed to other teams. She has messaged to say it is wrong. I have said she needs to contact the communications and marketing team and they should be communicating team changes, not myself. I don't get why a manager in another team is asking me to do her work. I am getting stressed now as I feel she has targeted me as her next victim and don't need this hassle.

Why are you involving yourself in what is, essentially, gossip about a management colleague? It's inappropriate and unprofessional.

The only response to her team complaining to you is to direct them to HR.

As for her blaming you - point out where it was her responsibility, and ask why she thinks it's yours.

Why has she asked you to do the spreadsheet, and why did you agree?

I totally get you though, I have worked with a couple of people like this and it is exhausting. Especially as it was compulsive and something they did even with their own errors, and even if they were minor.

Being direct is the only way. This work does typically fall under my remit Sharon, if the information which has been distributed is incorrect, please direct any queries to the Comms team, and they will amend it.

I personally wouldn’t put it in the email, but I would be making sure I never did such work for her again.

If it makes you feel better, I find that people who constantly look for others to blame, lack confidence and feel insecure in their position. They wear spiky armor to deflect from themselves.

She ignored who I referred her to and said she wants me to make the changes. I am not responding. She is not my line manager and should not be delegating other people's work to me.