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Bully Manager Advice
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<blockquote data-quote="UPS Lifer" data-source="post: 1145393" data-attributes="member: 9789"><p>I will be blunt...</p><p>There is your version of what is going on, there is his version of what is going on, and then there is the truth. </p><p></p><p>1.Have you gone to your boss and discussed your concerns? You may just need to have a heart to heart so that you both have a better understanding of each others position.</p><p></p><p>2.Can anyone corroborate your version? </p><p>How many are willing to stand up with you? If nobody is willing, you may have to re-think your position. </p><p></p><p>You lost me at getting demoted. ?? You would have to be a manager to be threatened with demotion. So I already have concerns with your version. </p><p></p><p>3.If you can't get resolve the situation with your manager directly, go to the division manager and inform your manager you would like to speak to his boss. </p><p>Don't go behind his back. </p><p></p><p>4. If the division manager is not cooperative, then go to HR. </p><p></p><p>CAUTION: Any step you take after 1 & 2 puts a lot of heat on the situation. There may be no going back. If you are not sure about how strong a position you have, you may be damaging your own career beyond repair, if your perception of what is happening is not accurate. Get with someone you can trust in your operation and ask advice or go to HR off the record. </p><p></p><p>Best Alternative to start the ball rolling....</p><p>If you have a lot of folks in your department that feel like you do, you may be able to set up a town hall style meeting to air out your issues as a group. (Safety in numbers). You ask that the HR rep, the manager and the division manager all be present and see what can be resolved. </p><p></p><p>An action plan is put together, and a follow-up date is put on the calendar to see if the issues were resolved and what further action is needed to resolve anything that has not been completed.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 1145393, member: 9789"] I will be blunt... There is your version of what is going on, there is his version of what is going on, and then there is the truth. 1.Have you gone to your boss and discussed your concerns? You may just need to have a heart to heart so that you both have a better understanding of each others position. 2.Can anyone corroborate your version? How many are willing to stand up with you? If nobody is willing, you may have to re-think your position. You lost me at getting demoted. ?? You would have to be a manager to be threatened with demotion. So I already have concerns with your version. 3.If you can't get resolve the situation with your manager directly, go to the division manager and inform your manager you would like to speak to his boss. Don't go behind his back. 4. If the division manager is not cooperative, then go to HR. CAUTION: Any step you take after 1 & 2 puts a lot of heat on the situation. There may be no going back. If you are not sure about how strong a position you have, you may be damaging your own career beyond repair, if your perception of what is happening is not accurate. Get with someone you can trust in your operation and ask advice or go to HR off the record. Best Alternative to start the ball rolling.... If you have a lot of folks in your department that feel like you do, you may be able to set up a town hall style meeting to air out your issues as a group. (Safety in numbers). You ask that the HR rep, the manager and the division manager all be present and see what can be resolved. An action plan is put together, and a follow-up date is put on the calendar to see if the issues were resolved and what further action is needed to resolve anything that has not been completed. [/QUOTE]
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