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[quote=Anonymous][quote=Anonymous][quote=Anonymous]A few thoughts:

-It takes a LOT of time to fire a fed employee. Some supervisors simply don't have time, or support from upper management. My agency is terrified of firing people because of settlements, unions, and the time/energy needed. They just rotate the problematic people around and give them BS tasks.

-I have seen excellent employees rotate to a new team/branch/division and fail or become seen as "problematic" employees, not because of their skills, but because of the manager. Yes, sometimes it is the manager's fault.

-Obtain federal liability insurance if you are a supervisor.

[/quote]

That’s right. It is extremely easy for a bad or malevolent manager to send a good employee into a tailspin. The better the employee the easier it is, because it becomes a form of gaslighting. It goes like this:
- employee completes a project well but with some errors that are within the accepted usual range of errors
- manager blows up and magnifies the error
- employee who has never faces this before is horrified, works harder
- manager micromanages and imposes arbitrary standards 
- employee gets more upset, tries to defend work
- manager criticizes “tone”
- downward spiral ensues [/quote]

This is completely true. Years ago, I had a manager who guilt-tripped me for asking to have my role clarified. We were both new, and she accused me of adding undue stress on her while she was acclimating to her role. Gaslighting wasn't a commonly used term back then, but looking back, that's exactly what it was. She was book-smart but a horrible manager of people, self-absorbed, and skilled at hiding her incompetence under her fancy title. [/quote]

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