Related Posts
Subject Expert
Bowl Leader
More Posts
What is your hours worked to hours billed ratio?
I'm thinking about cutting off my beard.
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Coach
Hmm...maybe something along the lines of there are alot of opportunities for non-managers to take more ownership and be the face to the customers so management has time to focus on more strategy and long range planning. You can still give the same examples you shared, but Id put a positive spin on it, articulate it as an opportunity (instead of a problem), highlight how it would be good for the nonmanager team members, and how it would benefit the management team.
Maybe you can highlight that you can handle the day to day questions coming from customers and that would free up them to find new customers, find ways to expand services to existing customers, etc. I'd also end on a note of trying to find how you can be most effective in your role to support the longer organization.
Also, make sure to ask questions (i.e what are challenges being faced by the department, what are the goals/oppts, etc). There may be a reason managers are so involved that you might not be aware of (i.e high level of customer complaints, request by specific customers due to prior issues, or just something thats in their strategy).
Good luck!
I love this. Thank you so much for helping to shape the approach here. I was just thinking before I came on here to read your response that I would approach it in a similar fashion and say I want to be useful and utilized and can see so much potential for us non managers to take the lead on things.
I’ve had this conversation with my own boss years back and suggested she delegate. If her week is busy where she’s double booked then delegate someone on her team to go represent and take notes so they can come back and share feedback or take aways. Does she have to attend every single meeting? No. But she never took in that suggestion and continued to attend all meetings while leaving her people in the dark on the outcomes of those meetings. It’s so frustrating. She tends to mess up her translation from these meetings when trying to give us directions so it just makes things even more messy because we end up seeking clarification directly from the request since she is no help. Oh the joys of reporting to a dummy! Days like these I do start to look for another job. But the job market is so tough right now I also have to remember to be thankful I even have a job. Even if it’s a frustrating time for me, I get paid well and maybe I will just smile and keep my mouth shut.
When your people are quiet now and don’t say much, it’s telling that your MVP’s are already mentally gone since the managers have sunk their claws in everything. I’m truly frustrated at this point with how my management is doing things - keeping conversations to the customer away from me when I’m supposed to be the lead on a project, telling the customer to go to them for questions bc they are the SME’s - what does that say about me who has been leading this project for the last 10 years? All this is driven by my VP. I don’t want to burn bridges and I dont want to get fired but I’m having a real hard time forming my thoughts nicely and am afraid I will just let her have it when we meet. Help!
Hi!
You’ve got a great comment from Johnson & Johnson 1.
Definitely go with an approach of how you taking more ownership is an opportunity.
In addition to what J&J 1 said,
I would also approach it from a point that I “would love to” have more control, take more ownership, get more chance to be in charge of the customers... I would also share if and when necessary some of the wins and results to back up my ideas and prove what a great opportunity that is for everyone, me, them and the business.
Instead of approaching the situation from a point of view “you did this” or “you dont allow that”... go from a point of “I feel like I would like more control over the process” or “I believe this could be an amazing opportunity for all of us because of...” - you see what I mean? :)
It can be that management isnt even aware of the impact those behaviours might be having on your and other SMEs.
Also, what’s an alternative to bringing it up with them? Now bringing it up and continuing to have a hard time at work?
As long as you keep it professional, factual and friendly, and as long as your manager is a reasonable person - there shouldnt be any “burn bridges” situations.
All the best! :)
If you’d like to share more/need more ideas - feel free to message me and/or connect on LI.