{ "media_type": "text", "post_content": "Struggling to understand how this manager still has a job. 1) zero client interaction 2) doesn't know how to research technical issues 3) misses stuff all the time and I catch their mistakes.", "post_id": "5968c41741a10b0010a9b106", "reply_count": 12, "vote_count": 4, "bowl_id": "564a5cdb94887803001dd07c", "bowl_name": "Accounting" }

Struggling to understand how this manager still has a job. 1) zero client interaction 2) doesn't know how to research technical issues 3) misses stuff all the time and I catch their mistakes.

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There goes my heeeeeroooo, watch him as he gooooeesss!!

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Because people like you allow him to get away with it. Throw his ass under the 🚌

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Got it. I feel once they make manager they can rest on the laurels of good younger staff and distribute blame when they f up. Which is annoying.

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You should give this manager a honest upward eval. The manager's coach and Dept head would see the eval.

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I just can't even. This is a person who has been in public for 6-8 years.

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How do you all think the best way to bring this up and let these items be known?

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Lolll I don't think it'll fix anything to address the issue. Shifting blame is the main goal here. My sr mgr made me go back to the client 6 times for an issue that I tried to explain wasn't an problem. He told me that I should confirm anyways and was then given feedback by him that I need to improve on client communication by anticipating needs and consolidating questions..

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You'll learn in time. He's probably busy playing politics and kissing partner ass, which will get him farther than kissing client ass.

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What level are you op?

I'm a senior.

Well, that's most every manager I've worked with. Minus one good one who knows how to drive.

Not to be a downer, but I don't think there's a good way. The power dynamic is shifted in favor of managers to such a degree that it doesn't really help you to say something. That being said, I would talk to my coach, just wouldn't have high expectations.

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