Friday, December 6, 2024

our new boss is ruining the group and is upset that I am pushing again — Ask a Supervisor

A reader writes:

I really want an out of doors perspective on somethings taking place at my work. I’m the assistant director at a small group the place there are 10 full-time workers (together with the director) and two part-time. A few 12 months in the past, our longtime director left. She mainly constructed the present model of our group from the bottom up and her administration type might greatest be described as “belief your individuals to do their jobs.” She was fairly hands-off however would handle points as they got here up, although we didn’t have a proper system for evaluations. Our vibe may very well be described as “Chaotic Good” (to place it in Dungeons & Dragons phrases) and a spot the place we take the work significantly however not ourselves. We now have completed a number of work locally to beat the detrimental emotions many people had about earlier iterations of our group.

As soon as the director left, not being excited about making use of for the director place, I stepped in as interim director whereas our board performed a search. One of many issues that the board made very clear to each candidate they interviewed was that the workers was nice and didn’t want an overhaul — they weren’t on the lookout for a fixer however somewhat somebody to proceed the nice work that’s already being completed. Employees had a chance to fulfill the finalists and the board requested for our suggestions. Each single workers member had reservations of a point in regards to the candidate they ended up hiring (largely that she wouldn’t match our tradition) however had been open to being confirmed mistaken.

Properly, Marcia has been right here just below six months and the wheels are falling off. On this timeframe, she has imposed a strict service desk schedule, modified the job descriptions of our three front-line workers members, reorganized all of our storage, up to date our calendar system, and adjusted the workflow for a number of of our processes. Moreover, she demonstrates in small ways in which she doesn’t fairly belief workers to do their work and doesn’t like the best way we’re used to doing issues. Suggestions I’ve obtained from many workers point out that they’re sad with the course issues are going and the pace at which change is being applied. Change shouldn’t be the issue — we’re used to alter — however it’s being imposed with out a number of workers enter and really shortly.

I’ve spoken with Marcia a number of instances about my considerations and the considerations of among the workers and different workers have spoken to her as nicely. It lastly got here to some extent the place I despatched her an e-mail suggesting that we interact an out of doors facilitator to assist us work by means of the communication challenges that we’ve been experiencing in order that we are able to proceed in a constructive course. I actually do suppose it’s attainable to salvage this, however I do know we don’t have the talents to do it ourselves.

After two weeks of radio silence, together with in-person, I obtained an e-mail quarter-hour earlier than we closed on a Friday that mentioned no to a facilitator as a result of she doesn’t belief my judgment. She then listed the explanation why she believes I’ve completed extra to tank workers morale and mentioned a proper communication outlining my plan for enchancment was to observe.

At this level, I don’t know what to do subsequent. Principally, I’m questioning if that is as bizarre as I believe it’s. Is her response affordable? Was I out of line making that suggestion?

I believe you’ve received two choices right here: begin planning to go away or go to the board. Or each!

Your boss instructed you she doesn’t belief your judgment and thinks you’re answerable for tanking workers morale and mentioned she plans to place you on a proper enchancment plan.

These are very unhealthy indicators about your future within the group. This can be a supervisor who doesn’t need you round, doesn’t respect your work, and could also be laying the groundwork to fireside you.

You weren’t out of line in suggesting an out of doors facilitator, however I’m guessing Marcia took that as another signal that you simply aren’t on board with the course she’s taking issues in. I believe her perspective could be: “I see issues that have to be modified, I’m altering them, the one that was doing my job on an interim foundation earlier than I received right here is combating me on them, I’ve heard her out a number of instances, however after I didn’t agree along with her, she wished to usher in an out of doors facilitator to proceed to push me to see issues her approach. Oh, and I believe she is likely to be stirring up discontent on the workers beneath the guise of ‘considerations.’”

Now, is Marcia mistaken about all that? Very probably! It’s additionally attainable that a few of what she’s altering are issues the board requested her to alter — or issues she instructed them she would change and received their blessing for. The board stressing to candidates that issues didn’t want an overhaul doesn’t imply they’d count on a brand new director wouldn’t change something. It’s additionally true that whereas “Chaotic Good” could have been an enchancment from how issues had been earlier than, it’s not essentially the place a company ought to keep completely.

I don’t know which it’s — or whether or not it’s a mixture of each — however what I do know is that the individual in control of your group is telling you fairly clearly that she sees you as a risk to the group’s stability, and that bodes badly in your future there.

Usually I’m not a giant proponent of going to the board as a result of nonprofit boards usually shouldn’t become involved in day-to-day workers points, many will reflexively again the manager director and are judging them on issues apart from workers morale, and if it doesn’t work you’ll have a goal in your again. It’s a high-risk transfer that not often pays off besides in essentially the most egregious conditions. However on this case, you had been the interim director so in all probability know the board members and your phrase has some weight. It is likely to be price a discreet dialog with one or two board members about what’s happening, together with that you simply suppose Marcia could also be laying the groundwork to push you out.

I don’t know what is going to come of that. That approach undoubtedly lies drama! But it surely feels like issues could also be at that time, except you like to only depart altogether (which is totally a path you need to be enthusiastic about too).

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