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If he is praising everyone, but you I would stand up right after him and deal out praise to people who I think deserve it as well. Like you are co-parenting the team and you both are giving out praise to the deserving instead of him being the end all be all of who is doing a good job.
I hope you’re also saving those emails and trying to get evidence via email of a pattern of hostility. As far as meetings go I would take a zoom screenshot if possible of every meeting so you can prove he is an effing liar.
You also need to start actively looking for his mistakes. He is your enemy. Why would you defer to him? He is trying to push you out.
I wouldn’t get angry, but I would talk to him like he is a petulant child when he starts doing childish things. Don’t let him see you get angry either.
This is really great, thank you. I’ve jotted this down in my notebook and I’m going to do it next week. I’m sorry you have the same situation in your workplace..
Do not let those white lies slide. Make a record of what he said, what happened, and collect any documentary support. Then provide it to your boss when the time is right. Those lies may show up in your review, for example, and you’ll want to correct the reviews immediately.
Framing it as “providing the facts” and not as accusations may be helpful. The more it’s framed as you being rational and this other person behaving poorly, the better.
It sounds like he did whatever he pleased before you came along, and so you’re a threat to his fiefdom.
<Continued: he’s also told a few white lies like I haven’t tuned up for meetings. And keeps telling my boss “that’s not the way [predecessor] used to do it.” Plus he’s trained his most loyal underling to keep slapping my wrist over email. Luckily my boss supports me and my work, asked me to stay opinionated. What I need is ideas of how to act or respond around a classic powerplayer so I don’t lose my confidence. I don’t want to become deferential to him, and I’m not his subordinate.