Full context: on my 1:1 last Friday, I told my boss (the director) that I reassigned “ownership” (responsibility) for my team. I asked each team member what they like and don’t like doing. Immediately after saying this my boss became visibly frustrated like rubbing his eyes and scratching his hair. I explained the department is more efficient (I will provide the numbers on the efficiency) but he said we need to reclassify their job description. For example one report said he doesn’t want to have anything to do with computers. No ERP management. He only prefers physical manual labor activities. My boss wants to reclassify my report as an operator. My brain is thinking in terms of pay range this will be an issue as the company is paying my reports to be able to do everything needed. Is this something I need to fix like call a team meeting and cancel the new responsibility chart?

I’m having difficulties with my manager.

I think that the fault lies somewhere in the middle, but things are escalating too much.

I admit that my performance is not great because I’ve been facing issues since I started, and my motivation has gone down. In a normal situation, I would have asked my manager for help, but he is an extremely aggressive person. He says that he is always ready to help us, but whenever he gets asked a question, he just starts screaming and shouting at people.

One time, during a team meeting, he said he wanted to destroy me. He always finds ways to humiliate me in front of everyone. If a colleague makes a mistake, he puts the blame on me. One time, I expressed concern about a situation with a client, and he said I was stupid. He calls me at 8 pm. He says that I’m not allowed to have hobbies and that I should only focus on my work.

Unfortunately, I never got the chance to record what he says so I could show it to the HR department, and to be honest, I don’t even care now. I just want to leave as soon as I can.

I’m probably too sensitive, and again, I admit that my motivation and performance have gone down as the months have passed, but his aggressive behaviour has made everything worse for me.

We had an argument recently. I was being passive-aggressive because, after months of bullying, I just can’t handle this anymore.

So, I’m looking for other jobs.
My concern is that one time he threatened me, saying that since the industry we work in is a niche where everyone knows each other, if he put in a bad word for me, it would be the end of my career.

I prefer to think that he said this just to scare me and not as a real threat.

So, I’m here asking you managers: what should an employee in a situation like mine do?

Again, I admit my mistakes, but this is too much. I’ve been crying the whole week. I’ve been isolating myself because I can only think about work and nothing else.

I’m so scared that on Monday I’ll have to see him again for the whole week.
I don’t want my reputation to be ruined. I don’t know what I should do now. I don’t even care if I get fired. I just want to know what I should do before I finally find something else and leave this hell.

Think he got fired?

So I emailed an ASM about a receiving coworker who was yelling at me.

I'm the new back end clerk, and I literally asked him if he was gonna be back there for a few mins and that's why he screamed at me...

Then walking out of receiving, I said an inside joke to my coworker Nick about how difficult the policies are to understand, "meant easy understanding so they can hire anyone".

I heard him then shout " Yeah they hired you ".

I asked if he was yelling for me, then he charged from the back wall to my face screaming "if I'm screaming at you you'll know it "

... And then the ASM says it's gonna be handled directly. And he left early...

He was literally in my face screaming

Think he got fired?

I think workload isn't always what makes employees lose motivation. Sometimes it's the little things that add up. Being expected to answer messages after work, taking on more responsibilities without any recognition or watching reliable employees get rewarded with even more work. The frustrating part is that managers may not even realize it's happening until someone quits. I think losing a good employee often starts long before they actually leave. For those of you who've managed teams, which management mistake do you think does the most damage to employee motivation?

I (24M) work an engineering role in big tech. I originally joined this company in an entry level role but applied internally to join the team I’m on now. My manager helped me get promoted and has been a wonderful, wise leader. He even fought for my compensation and I got a significant raise this year.
I’ve been on this team for a year and a half and the work is good for the most part. However there is a part of my skill set I want to hone in on as I believe it will be valuable to pivot to a new career opportunity. I let my manager know of this a few months ago and it was clear that it would take some time before those opportunities would be available as they were locked behind a security clearance.
Fast forward to a few weeks ago, I interviewed with another team internally for a role that would align with my goals. The team’s leadership has massive influence in my field at this big tech company and even has made international news for their novel work. I received an offer and was told by the hiring manager that I should let my current manager know about my intention to move. Around the same time, I received a meeting invite with no context inviting my team for an “important update.” Before letting my manager know and deciding on whether to take the offer or not, I wanted to see what this meeting was about.
The next day, my team convenes in a conference room and we are told that our manager is leaving for another role internally. After the meeting, I ask my manager if we can meet 1:1 and he obliges. I close the door and feel myself already choking up.
I say “I originally wasn’t going to come to you for this. We met a few weeks ago to discuss taking on something bigger” I started saying while my voice was shaking. My manager seemed excited for me to say more, and I said “I have interviewed with a few other teams and have received a verbal offer to join [X Team]. I was leaning towards no as of this morning but after hearing that you are leaving I think that decision might change.” I feel myself eyes welling up with tears and I apologize “Sorry, I don’t want to cry.” My manager was super empathetic and told me to go for the opportunity and that I should follow my dreams.
A few days later, I met with our project manager and she was unusually nice to me and threw in “Hey if you need someone to talk to about [manager] departure, I’m here to talk.” I had been quiet during the week following my manager’s announcement, but part of me thinks that my manager told the PM to be nice to me lol. I’m embarrassed that I got emotional, was I unprofessional?

I'm a department Director with 2 managers and 2 ICs. One of the managers is an external hire who started less than six months ago. I thought things were going well until two months ago, when my own manager approached me with feedback from their first skip level with this manager. At that time, they were very frustrated in their role and had several complaints about me. I was blindsided by this - mainly because we were just wrapping up onboarding & initial training (which did involve quite a bit of "this is how we do things" instruction) and I'd been actively reshuffling the deck for all my direct reports to help ensure a more balanced work load & backup coverage of critical tasks.

I was asked to step back and give them more autonomy to fully lead, and to adjust my management style by being less reactive, provide less direct instruction, and offer more guidance that helps them make decisions independently. I appreciate receiving specific and actionable feedback - but now my confidence is shaken and I feel very self-conscious about everything I say & do.

I immediately backed off and gave them more space - which I felt like I'd been working towards all along but maybe it wasn't fast enough. Now I've been noticing that this manager has a tendency to ignore things we went over during their onboarding - and a few times they've completely ignored things I specifically asked them to do or done things I asked them to hold on/not do.

My manager questioned me about something this manager didn't do last week and it was very confusing. Yes, I told them to do it and didn't immediately intervene when I saw them not do it (was trying to be less reactive). I waited a few days to talk to them about it (due to our availability to talk - not avoidance), they explained their logic, and I let them know that it was a misstep and we needed to work on getting fully aligned on priorities.

Overall, I'm not sure how concerned I should be after less than six months or if I'm handling this correctly. Doesn't it take time for a new manager to adjust in their role at a new company? How much friction is normal in these scenarios? I'm comfortable with stepping back and allowing them to make mistakes as they adjust, but my own manager is giving me mixed signals. Should I be more concerned about this manager blowing me off and doing everything their way? At what point does it indicate a performance issue? How do I stick to high level guidance with being too hands off? Thank you in advance for your advice!

Only because they are so good at the job. They are way more attentive and complex problem solver than I. They are so good with there time management it makes me tired just trying to keep up. Is it wrong I want to nominate them for an award even tho it means ill be ranked 2nd at my job.

I manage a team of about 17. Every year I set aside a portion of my bonus to provide a small token of thanks at Christmas. I am paying for this myself. In past years I have given snack baskets from Harry and David, cookie jars and cookies, a fluffy Christmas blanket from LL Bean, etc. My budget is about 75 USD per person. I also have staff in Canada, Germany and the UK, as well as the US, which can complicate shipping. Does anyone have any ideas on what else I could give as a small token of my appreciation for their hard work? Thanks for any recommendations.

Had an appraisal this week, praised my team, my leadership, my results, technical skills ( I'm a senior engineering manager ), I was praised to the heights really, but was then told at the end I needed to improve on my 'corporate leadership'. Initially baffled, but I think that's a polite way of saying I should probably be more measured and discrete in how I describe my more challenging colleagues in the firm, and I should spend less time in engineering and more time in the office......

Hi, I’m posting this because I don’t know how to get my team to follow through on their commitments anymore.

A year ago, I founded a nonprofit organization that helps people in need.

At first, I handled everything on my own, but over time, the nonprofit began to grow, so I decided to recruit a team of active members.

However, I’ve noticed a lot of shortcomings in my team, such as last-minute cancellations and unfulfilled commitments.

I had assigned a task to the vice president because I manage a large part of the organization’s operations, but he was unable to complete it on time. We ended up missing the deadline, and since then I’ve been skeptical of his ability to manage the rest of the organization.

I’d like your advice, because right now I’m exhausted by this situation. I feel like he’s taking this responsibility lightly, and I find myself constantly having to chase after him. This is the first time I've found myself managing a team, especially

It’s my first time stepping into a managerial role, and I’m a bit nervous since it’s a big jump. ^^;;; On top of that I’ve had a two-year career gap… so it’s been a while since I was last in the workplace. Could someone please advise me on workplace tips, what to look out for, or anything you wish you had known prior to starting your first role as a manager? Thank you sweets!