Johnny C. Taylor Jr.
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society and author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.”
The questions are submitted by readers, and Taylor’s answers below have been edited for length and clarity.
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Question: My manager is very inconsistent. He starts off extremely hands-off, then out of the blue, he starts to show concern about our work. He scrutinizes our work, becoming hypercritical. Then he starts micromanaging us reassigning our tasks. Once things settle down, he shifts back to hands-off mode. It’s very draining and confusing. Can we get him to change his management style? – Kabri
Answer I feel your frustration here. Having a manager with an inconsistent leadership style can be overwhelming and exhausting. I hesitate to suggest that you can get your manager to alter his management approach. Certainly, only he can do that. However, your feedback can bring awareness to the situation and help your manager learn to be more effective and consistent.
Start with empathy. Look at the situation from your manager’s perspective. The pressure to perform can make leading a team extremely stressful. How your team operates is a reflection of your manager. His shifts in approach may stem from the pressure he faces from a higher level. Add to that your manager may have the personal fears and insecurity many contend with at some level affecting his management style.
Whatever you do to elevate your manager’s awareness of what is going on in your operation can better inform him to make better managerial decisions. Utilize shared documents, calendars, and other resources to provide your manager and team members with real-time status updates on individual and team tasks and goals. Your manager may be less inclined to micromanage if he sees evidence of met targets.
If you feel comfortable, meet with your manager to discuss the adverse effects you are experiencing with his management style. Believe it or not, some managers may need to realize the impact of their management style. You can help by offering strategies for improved employee-managerial relationships. Find what his pain points are. Ask what information he needs to use in his day-to-day management or to share with his superiors. You may need to readjust your focus to home in on the needs of your manager.
If you are uncertain of his expectations, ask him to review your job description together to clarify and better understand your role and expectations. Does your job description accurately reflect your manager’s current expectations? Over time work expectations in operations evolve without explicit notice to workers or updates to job descriptions. Also, don’t be afraid to share your accomplishments which may, in turn, boost your manager’s confidence in your abilities.
If these actions are not applicable or are taken and do not improve the situation, you should consult with Human Resources. They can provide guidance or address the situation directly or with their manager.
I hope these strategies will help. Wishing you all the best in the coming year!
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After five years, I took a new job, and it turned out to be different than I expected. I feel like taking this new job was a mistake. I talked to my old boss, and she said she would take me back anytime I wanted. I told my new boss I might resign even though I’d only been there nine months. I don’t know that this is a good career move. What can I do now since I already talked to both bosses? I don’t want to ruin my relationship with either, but I feel I am coming across as unprofessional. Would I be burning a bridge leaving my current employer? – Leslie
I can relate to being in a new job and realizing it wasn’t a good fit for me. Since you’ve already spoken with both bosses, you need to make a decision. Even though quitting a job after a short time is not ideal, there are ways to resign without burning bridges. Before you finalize your decision, consider the following.
First, ask yourself why you left your old job. Was it due to a lack of career growth, difficulty working with your co-workers, dissatisfaction with compensation, or something else? If the problems still exist, I wouldn’t suggest returning to your previous job, at least not without a conversation with your former boss about why you left and whether those areas will improve if you decide to return.
Next, consider why you feel like taking this new job was a mistake. Did you need to understand the role better or was the job posting or description misleading? Are the problems you are experiencing solvable? Consider if there are ways to improve your work experience. Write down why your job differs from what you expected and any other concerns and have an honest conversation with your current boss. Most managers want their employees to succeed. You can brainstorm options to help improve your current work situation.
If you decide to leave your current employer, there are ways to handle the situation professionally. Tell your boss in person and provide at least two weeks’ notice in writing unless you have an employment contract that states otherwise. Offer to train your replacement or be available to assist with questions, given the timeline. And thank them for the opportunities they provided you.
Ultimately, you have three options, not just two. If you can resolve the concerns with your job, consider giving it a chance. If you don’t believe things can change for the better, you can either return to your old position or look for a new opportunity. Keep in mind, staying in a position where you don’t fit will do more damage to your reputation and career in the long run.
Whatever you decide to do, do it soon and make the best decision not just for your short-term career goals but your long-term goals as well.
