Confusions in the workplace – maybe leaving is the better choice?
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I have been working at this company for over a decade, and the boss has indeed been fair to me; I became the workshop supervisor just two years after starting work, and my compensation was good as well. Since the former general manager retired five years ago and a new female general manager took over—she used to be in charge of safety and environmental affairs—many things have changed. The outstanding employees in our department, who were chosen through voting within our own department, had their names changed when the list was announced. When we wanted to reward employees for their good work, it was said that it was only natural for them to do well. But when we wanted to punish employees who made mistakes, various excuses were made to prevent or reduce punishment; the rules became nothing more than formality. When employees on the job followed the instructions given by their department supervisors and she couldn’t get them to comply, she would say at the middle-management meetings, “Am I still the general manager? Can’t I even manage you now?” Now that work in the factory isn’t progressing, everyone blames it on us middle managers, refusing to consult with each other and shifting responsibility back and forth. I feel completely unmotivated to work here; I have no desire to do any work at all. I want to leave. What should I do? Initially, when I was told that one of the class monitors would be promoted to deputy manager, I was assured that he would still act as a class monitor, with the same responsibilities as before. But once the promotion actually took place, it became clear that this wasn’t the case at all. He says one thing to my face and does another behind my back. Regarding resource coordination and personnel assignments, employees are required to consult the deputy manager. Meanwhile, various company arrangements are directly entrusted to him for management or execution. It feels like he’s gradually sidelining me. What do you think? Under the current management system, the boss assigns tasks to the supervisors of various departments, while the general manager oversees things directly up to the team leaders or employees (it was mentioned at a meeting that, as the general manager, I can’t even manage you guys anymore?) They ignore your requests when arranging tasks – do they even take me, the general manager, seriously? ), the supervisor is in charge of the individuals within the team, while the team leader is treated like an ordinary employee. There’s also a deputy workshop director, but he isn’t allowed to manage certain aspects independently; it seems quite problematic. Everything is in a chaotic state, yet they consider it normal. I once talked about this with my supervisor, who said that everyone has their own style of management, and it’s better not to interfere too much. How do I do it?
Money is the key factor when it comes to working. Is your current income satisfactory to you? If you were to switch to another company, do you have confidence in earning the same amount? From these two paragraphs, there is more complaining about how the current leaders have disrupted the original management structure; there is no objective description of the potential problems and internal conflicts that arise from this, nor of the losses and risks it poses to the company. Such valuable information could serve as evidence for a new employer to assess your cognitive abilities and management skills. If I were the interviewer and you couldn’t explain this content in an organized manner, I would not recognize your management capabilities. I’ve read summaries shared by experts on TikTok. In this society, employees who perform well are usually rewarded with promotions, allowing frontline technical staff to take on management roles and assume responsibilities related to management, business operations, and coordination beyond technical tasks. Those who continue to perform well receive further promotions; whereas those who perform poorly, unless their performance is catastrophically bad, generally do not face demotions, as the negative consequences of demoting a manager are severe and such actions are usually avoided. As a result, over time this has led to a serious problem: every manager stays in a position for which they are not qualified. Over time, this undermines the company’s ability to develop. If the leaders in each position are incompetent, how can the company progress? Female leaders, for the most part, represent a disaster for companies. As soon as this woman took charge, she destroyed the social capital that the father had built up; only companies with large scale and resources could survive under her rule, otherwise the whole society would be in chaos. She’s an idiot. Women’s usual way of handling things is not to solve problems in order to demonstrate their leadership skills; rather, they tend to use men and their opponents as means to assert their own status. What they want is not the right approach, but obedience. There’s nothing that can be done about this in the current environment; when dealing with such people, it’s necessary to use solid knowledge and logical reasoning to address the situation. There’s no need for verbal arguments – instead, one should rely on regulations, laws, and examples to make one’s point. If what the leader needs to do goes against the existing rules, it is possible to request the leader to authorize changes to those rules or to approve the relevant plans; all actions are carried out under the leader’s instructions, with the leader bearing the primary responsibility as the person in charge. For issues related to violations of regulations, the supervisor’s signature is required; we’ll see if she dares to do it. If she asks you to carry out tasks for which you shouldn’t be held responsible, refuse firmly and keep evidence. Even if they force you to do it, you can use such evidence to pursue labor arbitration or file complaints about illegal and disciplinary actions in order to protect your rights
Thank you for the advice. I will reflect on my way of working; the ultimate goal is to solve problems and improve my ability to handle them, so as to achieve better results in the long run.
There is no best way to manage this; only what suits the situation is appropriate. Sometimes, it is difficult to determine which management philosophies of different leaders in various periods are better or worse
I completely agree with your first sentence! Paying money is the way to go. As you said, are you satisfied with your current treatment? If I switch to another company, will those so-called management problems you mentioned no longer exist? Would the benefits at another company be more attractive, and what is their durability? Therefore, in the current environment, it’s not easy to speak lightly.