Has it ever happened to you that your employees sometimes go to your boss for advice rather than to you? How is it possible that your subordinate got a day off and you knew nothing about it? Are you able to keep a professional approach, while others undermine your authority as a manager? The Management Issues website discusses this issue in more detail.
It is quite understandable that you feel frustration and anger. However, keep this nuisance from growing too large in your head. Think about how the corporate culture has changed over the years and even how you have changed. Is there any reason why your employees can perceive that you are perhaps too strict a manager and therefore try to undermine you? Does the regular evaluation system work in the company? Think about it and take the following measures:
1. Keep calm
Before you can get an overview of the situation, do not let your frustration interfere with your view of reality. Negative emotions can be the cause of the problems that you have concerning your relationship with employees and superiors or even cause health problems.
2. Find specific examples
It is clear that a discussion is inevitable. However, before submitting your arguments, summarize specific situations that show negative effects.
3. Talk face to face
Discuss why your opinions and decisions are not respected in certain situations and are being undermined. Tell your direct supervisor any concerns you have about the undermining of your authority. Ask for advice on how to do your job properly. However, do not complain!
4. Make meetings a rule
Ask for regular meetings with your supervisor to improve your leadership skills. If he values your work, it will not be a problem for him and you will be sure that you have not been doing something wrong for a long time. Also, do not forget to talk with each of the colleagues in your team. Half an hour a month is enough to keep you informed.
It may happen that some will be critical of your version of an incident, or feel that their actions were reasonable or justified. If this happens and you do not have a specific plan, ask for a detailed job description. Take advantage of these facts for the following discussion with your boss about what an adequate performance should look like.
Remember that a high-performance team is doing at least two things quite precisely. It clearly and directly follows a stated goal and takes care of all the members’ needs. What ambitions does your team have?
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