#managementstyle

No support. Not even micromanagement. But also no involvement in anything, including office politics. Literally absent. Some might call that the dream, but in reality it just means the team is unmanaged. And when we slip, we'll pay the price. Meanwhile, they'll keep climbing, blissfully unaffected.

I feel frustrated and disrespected because my manager cuts me off or dismisses my ideas before I can fully share them. It often feels like he values speed over depth and agreement over thoughtful debate. He seems to take what he needs from me, then favor others who match his style. His inconsistency makes it hard to trust or understand what he actually wants. I’m angry because I see a better way forward but don’t have the authority to act, and I feel stuck between caring about my work and protecting my mental health .

Nothing ki-ls motivation faster than knowing your every move is being scrutinized. I'm spending more time documenting what I'm doing than actually doing it. I've noticed that many folks have started checking boxes instead of solving problems which ensures few things actually get done. What's with the sudden pivot to micromanaging? Or is this my area only?

We basically work for the mafia.

My Boeing manager plays favorites openly, and if you're not in the clique, good luck. And God forbid you push back, suddenly you're on their radar in the worst way as in a guaranteed pip. Toxic doesn't even cover it.

None of them understood the team's actual strengths and weaknesses. All of them resisted using people in the roles that made sense. And every single one was a passive-aggressive micromanager, always interrupting, never actually contributing. At this point I'm convinced it's not them. It's the whole damn place.

First, alignment doesn't exist. Ask three managers the same question and you'll get three answers, maybe four. Then when you actually need support, when you raise your hand because you're stuck, they go blank. No ideas, no resources, and no help. Just a lot of blinking. But God forbid you make an error. Then they're everywhere. Suddenly they have all the time in the world to watch you and question every step, just to make sure you know you sc--wed up. They can't help you succeed but they'll definitely monitor your failure.

All of the bosses I had did the opposite of these. Most put up a front but it was mainly self serving.

1. They put you in the spotlight
   ↳In meetings, they say "This idea came from...," instead of claiming the credit

2. They step up when you're treated unfairly
   ↳If someone attacks your work without context, they set the record straight

3. They advocate for your promotion
   ↳Behind closed doors, they make sure your name shows up in growth talks

4. They take the heat
   ↳When a client's upset, they own the problem instead of blaming the team

5. They guard your bandwidth
   ↳They tell others "They're maxed out right now" instead of quietly piling work on you

6. They block bad work
   ↳They turn down projects that won't develop you or use your strengths

7. They boost your profile
   ↳They put you up for awards, stretch roles, or high-visibility work

8. They tell you straight
   ↳They mix encouragement with clear feedback on what'll help you level up

9. They support your ideas
   ↳When you pitch something new, they say "Go for it - I'll share the risk with you"

10. They honor your limits
    ↳They say "They're offline on weekends" instead of expecting 24/7 access

11. They listen - then act

12. They prove they care

My manager is only capable of micromanaging, nitpicking, and creating problems out of nothing. That's it. That's his whole shtick. How these people get promoted is beyond me.

I saw their Savvy scores. My MD told me a year ago that the VP down there staked his flag in the ground and said we will be great at Savvy. Lowest in the country. LOL. Get rid of that guy!

That is exactly what it feels like when dealing with the managers. Most of them tend to be petty, obnoxious and bullies. As if their testosterone levels have peaked towards a downward spiral.

My boss micromanages so badly that I’m torn between begging him to let me do my job or laughing when he confidently (and wrongly) corrects things he has no clue about. He slows everything down and still acts like he’s right. Please tell me this isn’t just me.

SL is mismanaging this team and keeping hb1 as her allies all well pocketing 200k and not deserving a damn cent

Our managers seem to specialize in drive-by management. They're gone for weeks, practically invisible, then they swoop in with ill-informed, half-baked ideas based on zero context, wreck our workflow, and take off. I'm assuming they spend the next few weeks patting themselves on the back for job well done.

This micromanager is harassing our team by asking passive aggressive questions regarding which day in the week are we going to be in the office. Funny thing is the he won’t even talk to us in the office much and stays on his useless calls.

Every member of our team has different day preferences and one can’t predict set schedule.

Company policy says that we can pick any day of our choice.

I am on wits end.. as if everything else going on is not enough .: we have this person sniffing on our necks

Where can I report this ?

Guys? I’m worried our leaders might be stupid.

On a Sunday and of course no mention of safety measures and work from home for Minneapolis employees due to unrest. Typical clown CEO. Donate while I cut your jobs. Can she get any worse?

We are being so micromanaged now it’s unbearable.

In a world of ‘tough as nails’ innovators, it’s difficult to be inspired by Grampa Stankeylegg to run your organization like you own it when he refuses to own his own mistakes. And who says “air cover” when referring to leadership and culture. Try setting realistic, simple priorities out of the gate on Jan 1 that reflect what a 150-year old utility company should focus on - product delivery and product quality. Fire 99% of L3 and above, they are just there for “air cover” to keep the board from finding out the company is just a hollow shell compared to its former greatness.

People skills matter! My new manager was great in his old role, but he was also an a--hole with zero people skills. Now he's our manager. He knows the technical side, but working with people is a complete mystery to him. Scattered communication, yelling, giving mixed messages, all of it has become normal. We're basically coaching the person who's supposed to guide us, and it's getting tiring pretending everything is fine.

When it comes to forced ratings of performance reviews people say document everything. Is this a personal document I print? In my case I am being targeted.
Going to HR will do nothing except make the situation worse. No retaliation is a blanket statement that does not hold any real value. Unless you are reporting something fraudulent.

Another question… my manager uses the “F” word in meetings. Yes I am one of the few that finds this offensive. How to handle this? I do not feel comfortable sharing that with him.

What is up with the external hires with 0 experience? It's ridiculous that workers have to hand hold the management!!!!

Yo, the whole trusted gang is low-key grindin’ on exit plans outta Cisco. Secret TOIs poppin’ off in back rooms, and some folks gettin’ straight ghosted from the AI knowledge drops. With all this shady energy, fr fr, how’s Cisco even supposed to Arista?”

If you want it even more dramatic, more corporate-snarky, or more street-slang, tell me the vibe and I’ll tune it.

Need leadership change

https://www.facebook.com/share/r/1AQdfC7Net/

Thanks for the entertainment in your LinkedIn post.
Boohoo people talked about your accent and then you spent all the time talking about your skirt no one cares about
How about mentioning your incompetence at not knowing employee counts and lost all credibility with the whole company or that you are now calling out internal comments on a public forum and inferring intel is discriminatory. Posting internal company photos.
Disappointed that you didn’t mention your personal issues to get more likes on social media. Wha about ….
Time to admit you are not up for the job and resign
Board now started formal investigation into code conduct violations.

SB su-k as CEO role. Xerox been going down hill as fast roller coaster and i am surprise that he still here. How come no one replace him for poor performance.

As a current long term employee I will say there is not one dull moment in this business these days. The daily misfires and malfunctions from the top down are absolutely astounding to experience. The decisions having to be made by unguided middle management and those in field from worthless executives are unbelievable when all that’s ever provided for them are shells of an operating process at the last minute at 100 MPH operating speed. Then expectation to get in front of and inform their team or customer and “fill in the blanks” like dancing clowns while the execs supposedly hash out the details behind the scenes. This leads to ground level situations from sales, service, and support staff that would be absolutely comical if they weren’t so sad and degrading for everyone involved. I’m by no means disgruntled or have an axe to grind with Xerox-I choose to be here every day and generally enjoy my role-just miss the “good old days” and when the “customer experience” actually mattered and wasn’t just an bullet point or afterthought and we truly had a vision for focus on real innovation. At one point this place was unstoppable and still has the talented people to be so if they had clear direction. The majority of the folks here remember too and much of the “hate” for Xerox on this site is coming from a place of love and respect that has somehow been syphoned from this group in one way or another over time by those that should have cared the most.

Looks like they really are taking the training wheels off the managers and letting them manage a little. It's funny though to watch them try to continue all the garbage McK generated simply to have projects to charge time against. Maybe now they will see the idiocy of it all and how / who REALLY made the new organization. Good luck managing the pile McK leaves behind.

Half the company could disappear tomorrow if we just removed everyone who only goes to meetings and relays updates. Let the ones who actually do the work run things for a change.

There are a number of posts on this site - possibly all by the same person - that make it sound like management is out to sc--w over the workers.
Let me assure you, most managers hate this process. Sure, there are a small number of easy decisions and obvious low performers, but most of the decisions that need to be made are heartbreaking.
Worst of all, no manager wants less people, especially when they know they still have to do the same amount of work as before.
Quit with the comments about no compassion and bad leaders. This su-ks for everyone.

The intel middle mgmt needs to be humble n get off ur high horses

I was with a vendor company and came to the Hillsboro site for a technical review meeting , we were all properly dressed in smart business wear and hold n behold , the snr mgr who was hosting us appeared in his gym wear and slides … we were all applauded and talk among our selves at the airport commenting how unprofessionally that was.

I hope this gets to LipBu’s ears

Notice how some people can always stay close to 200% of their goal that month when the rest are at 70-85%. It’s so annoying that brown nosing will let a manager sc--w over the rest of the team by funneling all the work to their favorites /friends.

Sometimes I'm puzzled by the director of business development position. It feels like their main tasks,attending calls and presenting targets at QBRs,are things that any competent manager could easily handle. The most confusing part is their constant international travel to meet with BDRs. It seems like a lot of time and resources for meetings that could be more efficient in other ways. One of the directors is visiting Europe currently and why? To meet BDRs.

Any managers here who can answer how management views PIP?
For the employee, PIP is a trap, you are asked to do more, more, and more, once you are out of PIP, they will ask to increase velocity to the death, once you are exhausted you are done anyway.
But how does management stay sane through the BS pretending?

Our managers love to say that we’re all in this together while handing out more work to already heavily overworked people. It’s like that old joke about the beatings continuing until morale improves. At some point you just have to laugh or you’ll end up losing it.

Management keeps hammering “do more with less” like it’s a pep talk, but all it does is make people tired, frustrated, and resentful. I’ve stopped pretending I can keep up with it and I feel bad for those who're still trying. It's not as if it'll do them any good in the long run or save them from layoffs.

Can you even picture a leadership team less inspiring than the bunch we’re stuck with? Because I can’t. Every time they open their mouths, morale drops another inch.

Poor results, no real leadership, and ethics that seem completely absent make it hard to feel proud of my work. It’s exhausting to try and make a difference when nobody seems to give a damn about anything long term. It's all about now and how can we make it cheaper. A real solid strategy we have going on right now... /s

Have worked here for the past 8 years. Employee moral has been way down since the death of one of our colleagues. This Friday it continued when they abruptly laid off 4 of the most senior employees. Tariffs and incredibly poor management hitting us hard. The TRUMP economy in action!

Every time a new manager shows up, they seem to invent a new layer of bureaucracy to prove they’re adding value. What it means in reality is endless forms, meetings, and progress reports that make the actual work harder to do. Simplicity is a foreign word to all of them.