▲ | dvsjr 4 days ago | ||||||||||||||||
At the end of the day, you and your manager are people. If you remove the roles you’re playing, they could be a friend. They’d want to know of their management was an issue. Can you help them understand their deficiencies in a constructive way despite the roles you’re in? Can you get past that? I often find I have more empathy and sometimes (a lot actually) more experience than my manager. I share corrective suggestions even if it means a script. At the end of the day either you both rise above you knuckle under and lump it, or you lateral or leave. I would attempt at least while looking inside and out. Good luck, best wishes. | |||||||||||||||||
▲ | s1mplicissimus 4 days ago | parent [-] | ||||||||||||||||
Idk this take seems like a wildly one-sided approach in favor of the incompetent manager. Where is their giving in? Where is their improving to the situation? When I'm not performing, I get put on a PIP, if they are not performing, it suddenly becomes my job to help them save their ass? Am I missing something? This advice sounds like something a terrible first level manager would gaslight their direct reports into believing in order to get a free ride. | |||||||||||||||||
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