I am a degreed professional with over 26 years years of experience and my manager treats me like I am a teenager with a summer job.
I have a management background with a management degree but no recent management (10 years ago) experience due to personal reasons. I have been yelled at, threatened and the last straw was she would like me to log down every activity that I do during the day and the time it takes to complete each.
Her boss is the CFO and in the past has told me to ignore her but told me in this case to keep peace for myself to throw some numbers together and give them to her to keep her quiet.
Everyone is aware of her bad management skills and most people totally ignore her but it is hard when you report directly to her and she can make or break you.
If I was a bad employee I might be able to understand this request but I very rarely miss work, I work no less that 45 hours a week and my error rate is less than 1%. I am well liked and I have received numerous emails directed to her and human resources stating that I am great to work with and other emails from managers asking to borrow me for projects.
I guess I'm wondering how someone like this can become and stay a manager, while others that are more deserving are never given a second look?
I also do not know what Ishould do at this point.
Sandy H
of TX
@
Sep 10, 2009 23:23:57 PM
On Micromangement
I just had a temp assignment in data entry where we were all micromanged to the third power. The productivity expectations they were shooting for were totally unrealistic, and they actually went around and timed us. Somewhere I have heard these type of situations being described as "electronic sweatshops." Don't they realize that this type of situation can provide fertile breeding ground for a revival of unions, something all companies seem to dread like the plague?
In many of the files we worked with we had to make like archaeologists and go digging to find the information we needed to enter, and that definitely lowered our scores. Aren't there ways to be productive without such heavy micromanagement? It has bee proven that in the long run micromanagement actually lowers productive because of the addition stress resulting in increased absenteeism and turnover, when they have to start again training new people. And very often micromanagers end up being ousted themselves due to the conditions I have just described.
Sandy H of TX @ Sep 10, 2009 23:23:57 PM
beechnut of IL @ Nov 10, 2008 12:03:14 PM
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