What should I do? I’m resented by a manager who didn’t appoint me.
IT IS never nice to feel that you are not welcome or valued in your team. Try to take an objective look at the situation and work out if there actually is resentment from the manager or if the feeling you experience is just a result of the tension and change process that can occur when new teams are forming. Take the time to talk to your manager, if you feel comfortable to do so, and discuss what the manager is looking to achieve with the team and the role you can play in making that happen. A manager should be supportive and inclusive of team members regardless of who hired them.
Mid-career KELLIE RIGG General manager HR Solutions Randstad
MAINTAINING a good working relationship with your manager is important as it impacts on your motivation and effectiveness. Team changes often result in a shift in reporting lines, which can create tension for those involved. If you find there is an issue, address it sooner rather than later. Take the initiative to schedule a discussion with your manager. Opening the lines of communication will demonstrate your willingness to work together. Listen and provide honest feedback during your meeting, avoid presumptions and try to view the situation from your manager’s perspective.
Experienced TIM ROCHE Practice leader, Right Management Career Transition
IF WEthink about our work life as a 35-to-40year period with up to 15 different roles and 20 different managers, it’s probable you will come across a few managers with whom the chemistry isn’t right. Early in the relationship it may simply be a case of miscommunication and may resolve itself as the communication improves. If you believe it’s poor chemistry rather than miscommunication, my advice is to start looking for a new opportunity. Regardless of goodwill from both parties, some of us are not going to see eye to eye. If you decide to stay, you will be the one who is worse off.
The Expert MICHELLE BENTLEY General manager, Donington transition and outplacement
IT IS not uncommon for staff who pre-dated new managers to feel they are on the outer. But this is often the case when original staff are perceived to be reluctant to go along with the new broom; being vocal about past views, policies, practices and ethos. Conversely, new managers often want to put their stamp on things and therefore some change is inevitable. Respond by having an open mind, welcoming ideas and discussion about change and leave your allegiance to your previous manager in the past. Show a commitment to making it work with your manager.