I don’t like the way the manager treats me and I’m doing a good job per client. Can I escalate to the partner by saying “I don’t feel motivated by the manager’s behavior and I’d like him to change “?

likefunny
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It is almost always a very, very bad and juvenile idea to jump the chain of command - with exceptions for truly abusive or out-of-policy behavior (e.g., sexual harassment, verbal abuse, racism, etc.) You need to have the conversation with the Manager, as awkward as it may feel. Otherwise, this is what will happen if you cry to the Partner:

Partner’s likely reaction: You need to have a 1:1 with the Manager, this isn’t my job, I have 10,000 things on my plate and baby-sitting juniors isn’t one of them.

Manager’s likely reaction: Why did you just badmouth me to the Partner without discussing this with me?

likehelpfulsmart

^ this. You’re in the big leagues now, (wo)man up and talk to your manager 1:1. You’re both adults

likehelpful
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likefunnyupliftinghelpful

Hit em w the business chemistry

likefunny

This is why people complain about millennials

like

@OP: welcome to consulting

likefunny

What have you already said to the manager about the situation?

likesmart

Wahhhhhhhh cry baby

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Whenever you think saying “I don’t feel abc” and “I’d like xyz to happen” in the same sentence to a partner... take a deep breath and don’t.

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Do not do this unless you are hitting the mgr with an hr violation.

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He just micro-manages everything. He would tell me how to write an email, how to talk to the client, transfer his responsibility to me, and interrupt when I’m talking .

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OP, take a step back and really evaluate where these feelings on hostility are coming from, as everyone has said here - you should be talking to your M before escalating to someone other than them.

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OP, your anger is justified. You believe in your capabilities. You know you don’t need to be micro-managed.
Take this as a chance to show the manager ALL of those things without souring the relationship. A lot of consulting is people driven.
It might seem completely rational today to think that if this continues, you’ll leave the project or the firm.

My point is we have all heard your perspective, we don’t know what your manager’s perspective is, you may want to admit that you also do not know fully why your manager is doing the things they’re doing.

What’s the solution? IMO, Keep your ego aside and be humble to have a calm conversation about their working style. A larger part of this entire experience is both parties feeling safe to talk openly about the situation at hand. You don’t know what bad experience they had that caused them to behave like this.

likeuplifting

If this isn’t a clearly documented HR violation, tell your career counselor equivalent if you have one at Deloitte, have a talk with the manager to address concerns and most of all make an effort to win them over! Think about their professional insecurities and compliment them. Or try bonding with them over something. I would actually do CC first, win them over, then talk about concerns.

like

if micro-managing is the issue perhaps try talking to your M to see if there is a bigger issue or concern they have and frame it as you want to continue to improve and don’t want to have to take up their time with that type of coaching. If I give feedback on an email sent by a team member for example I always try to add further context on what the larger issue/concerns is or explain why making an adjustment in the future is important.

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OP, my guess is your SM has someone they work with that does it to them. If you brought that complaint to me I’d shut you down and figure out how to get you out of my orbit.

#himaintenance #snowflake #aintnobodygottimeforthat

likesmart

If all the above wisdom does not help, I recommend you to read pg 19, Ch 3.
The author explains how situations are dealt with at Dunder Mifflin

How I manage
By Michael Scott

likefunny

Sometimes the partner thinks/says that “doing a good job per client” is table stakes. You’ll need to provide more details to partner and to the curious 🐟 here too

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^ This as well. Have a 1:1 with the Manager like an adult first. Then figure out the next steps.

likehelpful

Seriously.. what’s with these kids crying at the slightest thing their Mgr/Dir.. grow a pair and have a direct, civil conversation.

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