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How to prevent a mutiny by the senior employees whom I manage? [closed]
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What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
I believe the main reasons for their behavior are:
1. I was promoted early in my career into management, some of them have more technical experience in the field. I was promoted for always delivering exactly what senior management wanted. I often perceive multiple symptoms of jealousy by the "team lead".
2. There was a lot of change across the company and especially my department: computers taking over job, instructions from above, etc.
My ideal situation is that I deliver good results, and that should also include preventing a mutiny I guess.
management motivation people-management
asked Jan 23 '14 at 11:09
NewBoss
515
closed as too broad by jmac, Justin Cave, jcmeloni, CMW, Jan Doggen Jan 24 '14 at 11:14
Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.
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show 9 more comments
up vote
-1
down vote
favorite
What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
I believe the main reasons for their behavior are:
1. I was promoted early in my career into management, some of them have more technical experience in the field. I was promoted for always delivering exactly what senior management wanted. I often perceive multiple symptoms of jealousy by the "team lead".
2. There was a lot of change across the company and especially my department: computers taking over job, instructions from above, etc.
My ideal situation is that I deliver good results, and that should also include preventing a mutiny I guess.
management motivation people-management
asked Jan 23 '14 at 11:09
NewBoss
515
closed as too broad by jmac, Justin Cave, jcmeloni, CMW, Jan Doggen Jan 24 '14 at 11:14
Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.
10
If multiple senior members are complaining and resisting have you considered that it might be something you are doing? Have you tried talking to them to see how you can improve the working relationship?
– Rhys
Jan 23 '14 at 11:20
3
I agree with RhysW. Perhaps try more to listen to, understand, and address what you call their "complaints" instead of merely ascribing these complaints to jealously and resistance to change. "Delivering results" in the short term sounds nice but if you lose your team in the process, that will eventually destroy your reputation as a "results-driven" manager.
– Angelo
Jan 23 '14 at 12:28
15
Your sidenote comment makes me wonder if you act towards your employees the same as you act here, considering your perspective to be the only valid one. Just because something is clear to you doesn't mean it is clear to anyone else, and presenting aggressively that it is will tend to create friction. You would be much better off saying that you are open to questions that would help you make the question clearer, and/or that you have tried your best and hope that it is sufficiently clear.
– atk
Jan 23 '14 at 12:45
4
I'm going to write the same thing I wrote on a previous question. You obviously have multiple serious problems here, which in my opinion are beyond the ability of a website to address. You should talk to someone in person. I recommend talking both to your boss, and to someone who has been in the industry and has more experience than yourself, but isn't involved in the situation.
– DJClayworth
Jan 23 '14 at 18:37
3
Is there a suitable in location you could get a plank installed? Then mutinous employees could walk it. Worked for Captain Cook.
– Code Whisperer
Jan 23 '14 at 19:59
 |Â
show 9 more comments
up vote
-1
down vote
favorite
up vote
-1
down vote
favorite
What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
I believe the main reasons for their behavior are:
1. I was promoted early in my career into management, some of them have more technical experience in the field. I was promoted for always delivering exactly what senior management wanted. I often perceive multiple symptoms of jealousy by the "team lead".
2. There was a lot of change across the company and especially my department: computers taking over job, instructions from above, etc.
My ideal situation is that I deliver good results, and that should also include preventing a mutiny I guess.
management motivation people-management
asked Jan 23 '14 at 11:09
NewBoss
515
What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
I believe the main reasons for their behavior are:
1. I was promoted early in my career into management, some of them have more technical experience in the field. I was promoted for always delivering exactly what senior management wanted. I often perceive multiple symptoms of jealousy by the "team lead".
2. There was a lot of change across the company and especially my department: computers taking over job, instructions from above, etc.
My ideal situation is that I deliver good results, and that should also include preventing a mutiny I guess.
management motivation people-management
asked Jan 23 '14 at 11:09
NewBoss
515
asked Jan 23 '14 at 11:09
NewBoss
515
asked Jan 23 '14 at 11:09
NewBoss
515
asked Jan 23 '14 at 11:09
NewBoss
515
515
closed as too broad by jmac, Justin Cave, jcmeloni, CMW, Jan Doggen Jan 24 '14 at 11:14
Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.
closed as too broad by jmac, Justin Cave, jcmeloni, CMW, Jan Doggen Jan 24 '14 at 11:14
Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.
10
If multiple senior members are complaining and resisting have you considered that it might be something you are doing? Have you tried talking to them to see how you can improve the working relationship?
– Rhys
Jan 23 '14 at 11:20
3
I agree with RhysW. Perhaps try more to listen to, understand, and address what you call their "complaints" instead of merely ascribing these complaints to jealously and resistance to change. "Delivering results" in the short term sounds nice but if you lose your team in the process, that will eventually destroy your reputation as a "results-driven" manager.
– Angelo
Jan 23 '14 at 12:28
15
Your sidenote comment makes me wonder if you act towards your employees the same as you act here, considering your perspective to be the only valid one. Just because something is clear to you doesn't mean it is clear to anyone else, and presenting aggressively that it is will tend to create friction. You would be much better off saying that you are open to questions that would help you make the question clearer, and/or that you have tried your best and hope that it is sufficiently clear.
– atk
Jan 23 '14 at 12:45
4
I'm going to write the same thing I wrote on a previous question. You obviously have multiple serious problems here, which in my opinion are beyond the ability of a website to address. You should talk to someone in person. I recommend talking both to your boss, and to someone who has been in the industry and has more experience than yourself, but isn't involved in the situation.
– DJClayworth
Jan 23 '14 at 18:37
3
Is there a suitable in location you could get a plank installed? Then mutinous employees could walk it. Worked for Captain Cook.
– Code Whisperer
Jan 23 '14 at 19:59
 |Â
show 9 more comments
10
If multiple senior members are complaining and resisting have you considered that it might be something you are doing? Have you tried talking to them to see how you can improve the working relationship?
– Rhys
Jan 23 '14 at 11:20
3
I agree with RhysW. Perhaps try more to listen to, understand, and address what you call their "complaints" instead of merely ascribing these complaints to jealously and resistance to change. "Delivering results" in the short term sounds nice but if you lose your team in the process, that will eventually destroy your reputation as a "results-driven" manager.
– Angelo
Jan 23 '14 at 12:28
15
Your sidenote comment makes me wonder if you act towards your employees the same as you act here, considering your perspective to be the only valid one. Just because something is clear to you doesn't mean it is clear to anyone else, and presenting aggressively that it is will tend to create friction. You would be much better off saying that you are open to questions that would help you make the question clearer, and/or that you have tried your best and hope that it is sufficiently clear.
– atk
Jan 23 '14 at 12:45
4
I'm going to write the same thing I wrote on a previous question. You obviously have multiple serious problems here, which in my opinion are beyond the ability of a website to address. You should talk to someone in person. I recommend talking both to your boss, and to someone who has been in the industry and has more experience than yourself, but isn't involved in the situation.
– DJClayworth
Jan 23 '14 at 18:37
3
Is there a suitable in location you could get a plank installed? Then mutinous employees could walk it. Worked for Captain Cook.
– Code Whisperer
Jan 23 '14 at 19:59
10
10
If multiple senior members are complaining and resisting have you considered that it might be something you are doing? Have you tried talking to them to see how you can improve the working relationship?
– Rhys
Jan 23 '14 at 11:20
If multiple senior members are complaining and resisting have you considered that it might be something you are doing? Have you tried talking to them to see how you can improve the working relationship?
– Rhys
Jan 23 '14 at 11:20
3
3
I agree with RhysW. Perhaps try more to listen to, understand, and address what you call their "complaints" instead of merely ascribing these complaints to jealously and resistance to change. "Delivering results" in the short term sounds nice but if you lose your team in the process, that will eventually destroy your reputation as a "results-driven" manager.
– Angelo
Jan 23 '14 at 12:28
I agree with RhysW. Perhaps try more to listen to, understand, and address what you call their "complaints" instead of merely ascribing these complaints to jealously and resistance to change. "Delivering results" in the short term sounds nice but if you lose your team in the process, that will eventually destroy your reputation as a "results-driven" manager.
– Angelo
Jan 23 '14 at 12:28
15
15
Your sidenote comment makes me wonder if you act towards your employees the same as you act here, considering your perspective to be the only valid one. Just because something is clear to you doesn't mean it is clear to anyone else, and presenting aggressively that it is will tend to create friction. You would be much better off saying that you are open to questions that would help you make the question clearer, and/or that you have tried your best and hope that it is sufficiently clear.
– atk
Jan 23 '14 at 12:45
Your sidenote comment makes me wonder if you act towards your employees the same as you act here, considering your perspective to be the only valid one. Just because something is clear to you doesn't mean it is clear to anyone else, and presenting aggressively that it is will tend to create friction. You would be much better off saying that you are open to questions that would help you make the question clearer, and/or that you have tried your best and hope that it is sufficiently clear.
– atk
Jan 23 '14 at 12:45
4
4
I'm going to write the same thing I wrote on a previous question. You obviously have multiple serious problems here, which in my opinion are beyond the ability of a website to address. You should talk to someone in person. I recommend talking both to your boss, and to someone who has been in the industry and has more experience than yourself, but isn't involved in the situation.
– DJClayworth
Jan 23 '14 at 18:37
I'm going to write the same thing I wrote on a previous question. You obviously have multiple serious problems here, which in my opinion are beyond the ability of a website to address. You should talk to someone in person. I recommend talking both to your boss, and to someone who has been in the industry and has more experience than yourself, but isn't involved in the situation.
– DJClayworth
Jan 23 '14 at 18:37
3
3
Is there a suitable in location you could get a plank installed? Then mutinous employees could walk it. Worked for Captain Cook.
– Code Whisperer
Jan 23 '14 at 19:59
Is there a suitable in location you could get a plank installed? Then mutinous employees could walk it. Worked for Captain Cook.
– Code Whisperer
Jan 23 '14 at 19:59
 |Â
show 9 more comments
1 Answer
1
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up vote
11
down vote
Firstly, I would suggest that if this one person that you're having a problem with then it might be either one of you that's the root cause of the problem or it might be a simple personality clash. If it's several people (as implied by 'employees') then this suggests that the problem is with you, I'm afraid.
What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
...
I believe the main reasons for their behavior are
You might start by stopping making assumptions ("I believe the main reasons...") and asking them what their reasons are when they disagree with you.
What do you define as "mutiny" anyway? If they're disagreeing with you over an important issue then provided they have the best interests of the company and/or department at heart, this can hardly be described as mutiny. Given that most people find conflict to be hard work, I would suggest that you should be most worried if they're instead utterly indifferent to what you say and do.
You need to speak to your team and listen to their responses. You need to build mutual trust with them. You won't do either of those things by dismissing their disagreements with you as jealousy, or by taking the same attitude with them that you've shown here with your 'sidenote' comment.
answered Jan 23 '14 at 12:56
Rob Moir
4,43311633
5
For managers, "mutiny" is usually a word used to describe when people they manage do not agree with them. I have worked for managers in the past who already have made their mind up how something will/should be done. When far more competent technical people disagreed with the manager (with many valid reasons), the manager would turn it into a discussion about "why are you resisting me? let's try and solve YOUR problem so that we can go forward together and implement MY ideas". In their mind, the group was being mutinious.
– Mike
Jan 24 '14 at 11:17
agreed @mike - I was trying to pin down if that was the case here.
– Rob Moir
Jan 24 '14 at 11:19
add a comment |Â
1 Answer
1
active
oldest
votes
1 Answer
1
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
11
down vote
Firstly, I would suggest that if this one person that you're having a problem with then it might be either one of you that's the root cause of the problem or it might be a simple personality clash. If it's several people (as implied by 'employees') then this suggests that the problem is with you, I'm afraid.
What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
...
I believe the main reasons for their behavior are
You might start by stopping making assumptions ("I believe the main reasons...") and asking them what their reasons are when they disagree with you.
What do you define as "mutiny" anyway? If they're disagreeing with you over an important issue then provided they have the best interests of the company and/or department at heart, this can hardly be described as mutiny. Given that most people find conflict to be hard work, I would suggest that you should be most worried if they're instead utterly indifferent to what you say and do.
You need to speak to your team and listen to their responses. You need to build mutual trust with them. You won't do either of those things by dismissing their disagreements with you as jealousy, or by taking the same attitude with them that you've shown here with your 'sidenote' comment.
answered Jan 23 '14 at 12:56
Rob Moir
4,43311633
5
For managers, "mutiny" is usually a word used to describe when people they manage do not agree with them. I have worked for managers in the past who already have made their mind up how something will/should be done. When far more competent technical people disagreed with the manager (with many valid reasons), the manager would turn it into a discussion about "why are you resisting me? let's try and solve YOUR problem so that we can go forward together and implement MY ideas". In their mind, the group was being mutinious.
– Mike
Jan 24 '14 at 11:17
agreed @mike - I was trying to pin down if that was the case here.
– Rob Moir
Jan 24 '14 at 11:19
add a comment |Â
up vote
11
down vote
Firstly, I would suggest that if this one person that you're having a problem with then it might be either one of you that's the root cause of the problem or it might be a simple personality clash. If it's several people (as implied by 'employees') then this suggests that the problem is with you, I'm afraid.
What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
...
I believe the main reasons for their behavior are
You might start by stopping making assumptions ("I believe the main reasons...") and asking them what their reasons are when they disagree with you.
What do you define as "mutiny" anyway? If they're disagreeing with you over an important issue then provided they have the best interests of the company and/or department at heart, this can hardly be described as mutiny. Given that most people find conflict to be hard work, I would suggest that you should be most worried if they're instead utterly indifferent to what you say and do.
You need to speak to your team and listen to their responses. You need to build mutual trust with them. You won't do either of those things by dismissing their disagreements with you as jealousy, or by taking the same attitude with them that you've shown here with your 'sidenote' comment.
answered Jan 23 '14 at 12:56
Rob Moir
4,43311633
5
For managers, "mutiny" is usually a word used to describe when people they manage do not agree with them. I have worked for managers in the past who already have made their mind up how something will/should be done. When far more competent technical people disagreed with the manager (with many valid reasons), the manager would turn it into a discussion about "why are you resisting me? let's try and solve YOUR problem so that we can go forward together and implement MY ideas". In their mind, the group was being mutinious.
– Mike
Jan 24 '14 at 11:17
agreed @mike - I was trying to pin down if that was the case here.
– Rob Moir
Jan 24 '14 at 11:19
add a comment |Â
up vote
11
down vote
up vote
11
down vote
Firstly, I would suggest that if this one person that you're having a problem with then it might be either one of you that's the root cause of the problem or it might be a simple personality clash. If it's several people (as implied by 'employees') then this suggests that the problem is with you, I'm afraid.
What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
...
I believe the main reasons for their behavior are
You might start by stopping making assumptions ("I believe the main reasons...") and asking them what their reasons are when they disagree with you.
What do you define as "mutiny" anyway? If they're disagreeing with you over an important issue then provided they have the best interests of the company and/or department at heart, this can hardly be described as mutiny. Given that most people find conflict to be hard work, I would suggest that you should be most worried if they're instead utterly indifferent to what you say and do.
You need to speak to your team and listen to their responses. You need to build mutual trust with them. You won't do either of those things by dismissing their disagreements with you as jealousy, or by taking the same attitude with them that you've shown here with your 'sidenote' comment.
answered Jan 23 '14 at 12:56
Rob Moir
4,43311633
Firstly, I would suggest that if this one person that you're having a problem with then it might be either one of you that's the root cause of the problem or it might be a simple personality clash. If it's several people (as implied by 'employees') then this suggests that the problem is with you, I'm afraid.
What are the courses of action I can take as a manager if the senior employees of my team keep complaining and resisting me?
...
I believe the main reasons for their behavior are
You might start by stopping making assumptions ("I believe the main reasons...") and asking them what their reasons are when they disagree with you.
What do you define as "mutiny" anyway? If they're disagreeing with you over an important issue then provided they have the best interests of the company and/or department at heart, this can hardly be described as mutiny. Given that most people find conflict to be hard work, I would suggest that you should be most worried if they're instead utterly indifferent to what you say and do.
You need to speak to your team and listen to their responses. You need to build mutual trust with them. You won't do either of those things by dismissing their disagreements with you as jealousy, or by taking the same attitude with them that you've shown here with your 'sidenote' comment.
answered Jan 23 '14 at 12:56
Rob Moir
4,43311633
edited Jan 23 '14 at 13:02
answered Jan 23 '14 at 12:56
Rob Moir
4,43311633
answered Jan 23 '14 at 12:56
Rob Moir
4,43311633
answered Jan 23 '14 at 12:56
Rob Moir
4,43311633
4,43311633
5
For managers, "mutiny" is usually a word used to describe when people they manage do not agree with them. I have worked for managers in the past who already have made their mind up how something will/should be done. When far more competent technical people disagreed with the manager (with many valid reasons), the manager would turn it into a discussion about "why are you resisting me? let's try and solve YOUR problem so that we can go forward together and implement MY ideas". In their mind, the group was being mutinious.
– Mike
Jan 24 '14 at 11:17
agreed @mike - I was trying to pin down if that was the case here.
– Rob Moir
Jan 24 '14 at 11:19
add a comment |Â
5
For managers, "mutiny" is usually a word used to describe when people they manage do not agree with them. I have worked for managers in the past who already have made their mind up how something will/should be done. When far more competent technical people disagreed with the manager (with many valid reasons), the manager would turn it into a discussion about "why are you resisting me? let's try and solve YOUR problem so that we can go forward together and implement MY ideas". In their mind, the group was being mutinious.
– Mike
Jan 24 '14 at 11:17
agreed @mike - I was trying to pin down if that was the case here.
– Rob Moir
Jan 24 '14 at 11:19
5
5
For managers, "mutiny" is usually a word used to describe when people they manage do not agree with them. I have worked for managers in the past who already have made their mind up how something will/should be done. When far more competent technical people disagreed with the manager (with many valid reasons), the manager would turn it into a discussion about "why are you resisting me? let's try and solve YOUR problem so that we can go forward together and implement MY ideas". In their mind, the group was being mutinious.
– Mike
Jan 24 '14 at 11:17
For managers, "mutiny" is usually a word used to describe when people they manage do not agree with them. I have worked for managers in the past who already have made their mind up how something will/should be done. When far more competent technical people disagreed with the manager (with many valid reasons), the manager would turn it into a discussion about "why are you resisting me? let's try and solve YOUR problem so that we can go forward together and implement MY ideas". In their mind, the group was being mutinious.
– Mike
Jan 24 '14 at 11:17
agreed @mike - I was trying to pin down if that was the case here.
– Rob Moir
Jan 24 '14 at 11:19
agreed @mike - I was trying to pin down if that was the case here.
– Rob Moir
Jan 24 '14 at 11:19
add a comment |Â
10
If multiple senior members are complaining and resisting have you considered that it might be something you are doing? Have you tried talking to them to see how you can improve the working relationship?
– Rhys
Jan 23 '14 at 11:20
3
I agree with RhysW. Perhaps try more to listen to, understand, and address what you call their "complaints" instead of merely ascribing these complaints to jealously and resistance to change. "Delivering results" in the short term sounds nice but if you lose your team in the process, that will eventually destroy your reputation as a "results-driven" manager.
– Angelo
Jan 23 '14 at 12:28
15
Your sidenote comment makes me wonder if you act towards your employees the same as you act here, considering your perspective to be the only valid one. Just because something is clear to you doesn't mean it is clear to anyone else, and presenting aggressively that it is will tend to create friction. You would be much better off saying that you are open to questions that would help you make the question clearer, and/or that you have tried your best and hope that it is sufficiently clear.
– atk
Jan 23 '14 at 12:45
4
I'm going to write the same thing I wrote on a previous question. You obviously have multiple serious problems here, which in my opinion are beyond the ability of a website to address. You should talk to someone in person. I recommend talking both to your boss, and to someone who has been in the industry and has more experience than yourself, but isn't involved in the situation.
– DJClayworth
Jan 23 '14 at 18:37
3
Is there a suitable in location you could get a plank installed? Then mutinous employees could walk it. Worked for Captain Cook.
– Code Whisperer
Jan 23 '14 at 19:59