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My manager is a total push-over. Whenever in team meetings, she plays the part of the warrior, going on and on about how she is pushing back against upper management to get our team the exposure and praise it deserves. But outside of meetings, she bows down to their demands and lets them walk all over us and at times even attempts to blame us for failure to meet an objective. I am so sick of this duality. I never know whose side she is really on. Do you think this is a sign of a bad manager?
Location: East of Seattle since 1992, 615' Elevation, Zone 8b - originally from SF Bay Area
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I have never worked anywhere that people were expecting exposure and praise, they always expected a paycheck and benefits. She is a bad manager if she is "pushing back against upper management" as you said, because a good manager
doesn't have to prove to anyone that their team is doing a good job, the performance metrics data should speak for itself.
I have never worked anywhere that people were expecting exposure and praise, they always expected a paycheck and benefits. She is a bad manager if she is "pushing back against upper management" as you said, because a good manager
doesn't have to prove to anyone that their team is doing a good job, the performance metrics data should speak for itself.
This, nobody praises Web/Software devs, when we do what we are paid to do.
My manager is a total push-over. Whenever in team meetings, she plays the part of the warrior, going on and on about how she is pushing back against upper management to get our team the exposure and praise it deserves. But outside of meetings, she bows down to their demands and lets them walk all over us and at times even attempts to blame us for failure to meet an objective. I am so sick of this duality. I never know whose side she is really on. Do you think this is a sign of a bad manager?
Its hard to say without being in the situation. Yes the manager needs to show upper management the accolades and worth of the department. If you think otherwise.... you're going to have a hard time... results in a lot of departments rarely speak for themselves. Having said that, you can only push forward with your agenda so much, and push against the tide so much or else you're not going to be there anymore... Point is, she may or may not be working to further your department's agenda with senior management, it may or may not be obvious. Challenging senior management head on is not both an easy nor a smart task. She may need to tone down the pump in the staff meetings, or you ask her about it, or maybe you just need to live with the duality.
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