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[quote=Anonymous][quote=Anonymous][quote=Anonymous]Managers - you cannot reason with most of these people, they want to be obstinate and unreasonable. Our only hope is an EO or law that forces people back to their offices again. Three years of conversations and listening have been fruitless and they are more intransigent. Stop engaging with these folks, there is a reason none of them have been promoted into management.[/quote]

That sounds terrible. It may be more beneficial to you if you consider DCUM as an unfiltered input from your staff. [/quote]

+1. There's plenty of poor managers out there, one reason why I left my last position. I was lower level with a handful of others in the same position. We had access to 6 managers. The one manager I most appreciated took the time to authentically check in every so often- just took a few seconds usually (hey, how are you doing? Is everything going ok?), was very approachable at other times. When things needed to be changed, gave us the freedom to work out a solution with the others affected. Unfortunately that one left.

The worst managers (several described here, not all describe one person) acted like we were invisible, were inauthentic, talked down to us, hid in their office all day, gave preferential assignments to buddies, had poor communication- we weren't kept in the big picture loop unless it directly related to our position and even then sometimes we were still kept out of the loop!, and unilaterally made changes without asking for our input that didn't really make sense with the finite details they weren't aware of because they never checked in with us.

The rest were somewhere in between.

Overall, it fed a vibe of lack of respect, like we weren't valued. I'm not asking for a participation trophy, but just to be respected as a person and contributor to the team. Even though I loved the work itself, the dysfunctional management ruined it for me.

https://hbr.org/2018/07/do-your-employees-feel-respected
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