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New Manager - need advice

CupcakeLady041709CupcakeLady041709 member
in Working Moms
My old manager has stepped down which is a great thing. She created a very toxic environment by having a clique a favorite team members and really being a bully to the rest. When she stepped down she took her favorite with her but there is another favorite still in our department. That person is up for team lead and is proving to be just as toxic.

Our new manager is someone I am very comfortable with. She manages our sister branch office and is assuming ours as well. She is coming up next week to get up to speed and have one on ones with each of us.

My question is how honest should I be with my new manager about the current environment? I know a few others feel as I do and plan to say something as well. I just don't want to get off on the wrong foot with my new manager.

Sorry for the tl;dr. TIA.
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Re: New Manager - need advice

  • aglennaglenn member
    In general, I would avoid any finger-pointing.  If she is a good manager she is going to figure it out quickly on her own.  If you single anyone out it will just reflect badly on you.  However, it depends on the level of "bullying" and what is going on.  If there is inappropriate behavior and/or you have ethics concerns you should absolutely bring up some very concrete examples of what you have seen.  Just avoid bringing emotion into it.
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  • LoCarbLoCarb member
    I may mention the issues without giving names.
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  • CupcakeLady041709CupcakeLady041709 member
    Thanks ladies.

    Yeah, I don't want to come off as a complainer or finger pointer. At the same time I know if a particular person gets team lead nothing will really change. I have examples in email form so I may share those so it's black and white facts not he said she said BS.
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  • RoxyLynnRoxyLynn member
    What people say they're GOING TO say to a manager, and what they ACTUALLY say, may be two very different things.  If you speak up you might be the only one to do so, and you have to be OK with that.

    I'd offer some thoughts on "qualities that would really make this team more effective" moreso than giving feedback on any one individual.  Make yourself a list of the 3 things that would really make this person a poor team leader.  Then, in your meeting, list the opposite of those qualities as something the team needs in a leader.  For example - if your foe is a person who issues orders without any input from anyone else, say that you really need someone who builds consensus and encourages new ideas from the team.
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  • SunAndRainSunAndRain member

    Here is exactly what I WOULD say, speaking with sincerity: "I am very excited about the new opportunities a change in leadership brings.  I hope that our next team lead fosters a collaborative environment that will enable us to succeed both individually and as a team."  It subtly influences her to consider that trait in her selection among the candidates.  And it demonstrates your acumen that a collaborative spirit is a key ingredient of teamwork.

     

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  • CupcakeLady041709CupcakeLady041709 member
    I really appreciate all of the advice - it makes a lot of sense to be more positive in what I'd like to see versus the negative crap.

    @Estwd2 - I am the most junior person in the department. Although I think it would be a great opportunity I know they want a more senior member to lead.
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  • EastCoastBrideEastCoastBride member
    RoxyLynn said:
    What people say they're GOING TO say to a manager, and what they ACTUALLY say, may be two very different things.  If you speak up you might be the only one to do so, and you have to be OK with that.
     

    First, to the above - 100% this!!!!  I have a friend who had a HORRIBLE boss.  2 of her coworkers actually approached her about going another level up and reporting this guy.  So she agreed to go above his head to his boss (who was actually clued in already and was very open to hearing about what was going on).  In the meeting?  She laid the issues out, and when they turned to the 2 CW's - they TOTALLY backpedaled and left my friend hanging. 

    She was basically jaw on the floor.  Luckily, though, the issues were SO severe, she didn't come out of it looking like the ass.

    Anyhow- my advice is to be prepared.  Have the emails handy.  Think about what you want to say.  BUT I would follow her lead.  What questions does SHE ask?  What is SHE looking for?  If she's talking apples, you don't want to start talking oranges.  It may make YOU look bad. 

    But - in following her lead, if it opens a door to talk to her, then absolutley, you want to be as prepared as you can be.

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  • KewiiKewii member
    CupcakeLady041709 said:
    Thanks ladies. Yeah, I don't want to come off as a complainer or finger pointer. At the same time I know if a particular person gets team lead nothing will really change. I have examples in email form so I may share those so it's black and white facts not he said she said BS.
    Is there someone else you could talk up who you think would be a great team lead?  It could help you avoid looking negative, but still get your point across.

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