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Hello, is this the first post?
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Yuck. Been there. I took over a team and the previous manager still had 1:1 with them (like 6 months into my role). I finally had to address this with the previous manager and politely ask that they give me the room I need to build the relationship and history with my team. Sometimes it is hard for people to take a step back or hand over authority. If you meet them at a professional level and ask for support as a their partner, who has the business and team’s best interest in focus, you may be able to reach them and turn your situation around. Good luck!
Hold your own meeting series with your team. That’s one thing you are missing
Its ok for your manager to have hers with her full remit
You have yours separately for those under your remit
That I do. I asked her to let us not join one of the five so we didn’t have six meetings
WAIT - what????
When i came back here to reply after seeing the notification, i was gonna say i just realized you said you are A DIRECTOR UNDER A DIRECTOR
I keep my comments to myself
But then i saw your update. I just smh
I am sorry you had to deal with this OP!
I believe that a termination is a seed for elevation & promotion - not only in the career but as a person and your character! Be encouraged
Appreciate that SO MUCH! Thank you.
I understand what you are saying, and there should be clear expectations within your roles. Why is your boss wasting time to do your job, does his/her role not have enough responsibility, is it job security, can he/she not stay out of the weeds, does he/she feel you are not capable? I have had a similar situation with the director I report to, and when I asked him if he trusted me in my role, it only backfired with an answer, "if someone ever asks if you trust them, it means you cant" and he got worse. He is also calling staff all evening and has so much insecurity in himself (although he puts on an exaggerated show in front of leadership). He is constantly worried that he could get let go, and so he meddles in whatever he can to try to show his value. Over time, he seems to have stepped out of the way a bit. I have spent much time owning my role and doing it really well while ignoring his dance around me. I have also had to talk to HR and I have never gone to HR on anything in my career. Good luck. I understand your frustrations
Ugh, and I'm sure it's thrown you off, but if he ever brings such a comment again... please tell him that most people say someone asking that is a reflection of the leadership challenges theyre under. And that you were asking to determine how to help him as he seems uncomfortable...He's your boss, but don't let comments like that slide or it will cost you respect and lead to more of the micromanagement you describe. Don't ask me how I know 😆 Anyway, fearful leaders often don't have hands on work and feel insecure about now nowing everything, but as you've found eventually they have "too many other requests" or that once they're done asserting dominance "they have better uses of time"
Oh no! I am so sorry to hear your update. I wish you the best of luck.
Why would you go to HR about having a hands-on boss? It sounds like you need a conversation about her expectations of your role. How can you support her vision for the team. Where does she see gaps, what can you take off her plate, if anything.
The line “when the team has questions she calls them”. That’s admirable! Perhaps she sees these activities as helping address the scale of the job.
When they make job leveling changes, it depends on the approach, but one of the steps is often to input from all the leaders on how they rank the job. If they're only evaluating her job then of course your level would stay the same as it's not even considered. Moving her to Sr Director also isn't a huge change in most company. But they may be trying to complete this and that's why they pushed your HR meeting. Compensation also stems from the leveling and they may be considering how your new hire will fit in. Try not to worry, you said you were favored for awhile and your ask for autonomy isn't unusual. Next time your boss is uncharacteristically harsh raise it during your next discussion. You mentioned there are personal things on the line that you don't want impacted, it doesn't seem like there would be cause to let you go, but perhaps this is an opportunity to start looking to see if the grass is greener?
Coach
u can ask HR if it makes sense to hire a,voach for your director so tgey could grow as a professional and stop doing ur job
Is that appropriate to do? My leader constantly tells how how many dozens of people she’s managed in the past at fortune companies blah blah. But she also didn’t know you’re not supposed to engage with employees about when they tell you they have adhd and I think I got her in trouble for this before when she did this to my employee.
For anyone who thought I needed to chill, the outcome was my role got eliminated.
Coach
hope they pay you a good compensation!