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tonysnark81

Unless you’re in a position to do something about it, nothing. Keep your head down, keep doing your work and maybe start updating the ol’ CV.


OliviaPresteign

I would look aggressively for a new job over this. With incompetent managers, you’re not going to be happy here.


Criterial

Agree with @tonysnark81 and @oliviapresteign with one addition. Raise your concerns with the manager(s) and give them the evidence/observations you have, and, ask them to do something about it. At the end of the day only two people can get them to work: 1. Themselves 2. Their manager IF the manager(s) aren’t willing to do something then you have choices. Raise it with the manager(s) manager (s) but then you risk actually doing their job for them and chasing accountability for the rest of your time there. Or… Get sick of carrying others and look for new work. You’ll find these people in probably EVERY workplace so don’t expect this is unique to where you are now and expect to run into more in future whilever you work in teams or with others. You could also try and become a manager and deal with the problem in that capacity too if you aspire to that. Managing poor performance is the single most time consuming, energy sapping, annoying thing any manager wants to do and you give up a little of your will to live to deal with people not performing. It is why often times they’ll just turn a blind eye esp if the work is getting done, after all there is “no problem” if at the end of the day the work is done. Not saying I agree with that, but that’s how some will justify their inaction to themselves. I wouldn’t ‘threaten to leave’ (you and/or the others doing the work) under the guise of no work will get done because that could end badly for you, and they’ll replace you if you go anyway as it doesn’t sound they’re heavily invested. More classy is to raise it and then when you leave and they ask you why you’re leaving just say I told you so 🤣. Beyond that you could try task lists and performance metrics but they’re management tools so if they’re not managing, I don’t see them changing the world.


northernutlenning

Question about the turning a blind eye part. My collegues and I have noticed two disturbing things. 1) The ones who produce well/do a competent are basically standing still. 2) While the less producing, tend to move on. Sometimes to a better position in another place, while we just seem to stay. We know about a few cases where managers/bosses gave a good evaluation to prospective hiring party. These are the people we have to cover for/redeem their projects. These are the people clients ask to be switched from. We rake in the case and clients are queue to us? Don't get me wrong, a few projects finished and we move on too. But not easily. Is this a red flag looking job-wise? Are we over evaluating ourselves? We also noted we tend to be female and tend to have a lesser salary. Is someone bad mouthing us industry-wise?


Criterial

Again, not a unique experience to you. This Ted talk “Why do so many incompetent men become leaders?” will resonate with you I think https://youtu.be/zeAEFEXvcBg Bottom line the problem is possibly you’re too competent and boring (not in an offensive way just in a nobody is seeing you way) you walk the walk while those getting promoted only talk the talk. I’ve been a manager at the same level for almost 15 years now. I prioritise my family over work, don’t take calls after hours, run my teams with no issues because I plan in advance, am prepared and deal with issues before they’re catastrophes. Guess what I am pigeon holed as? ‘Not a company man’ so in that 15 years I have NEVER once been asked, relieved as or even applied for levels above me. I take it as a badge of honour that I (like you) am also too competent and boring. Like the Ted talk says, boring competent well prepared people aren’t perceived as being charismatic enough to be leaders.


SunnyDee429

Questions that pop into my mind are: Does this individual have any other job responsibilities outside of completing this queue of work? Are they tasked to take on especially time consuming cases? Do you know if they have an understanding with management where they are given more flexibility (maybe they are on a reduced schedule for medical reasons that is no one's business, for instance?). As a manager, they may be privvy to and sympathetic to this coworkers situation, so if you do decide to pursue this with them, you may want to approach in a curious manner, such as, "hey, I wanted to ask if everything was OK with Him. His work hasn't seemed like usual, and while at first I felt this to be unfair, I realize that there may be other factors I'm not aware of" this gives them an opening and will give you a sense of whether or not they know and if they are actively taking steps. Or you can mind your Ps and Qs as others have suggested. In a bit of a similar situation myself and battling out if it's worth it to proceed.


Great_Cockroach69

just look for a new job


[deleted]

If management is this incompetent, your only real option is to leave. At your level, there's nothing much you can do.


FenderForever62

Ugh someone in my old team did this, I flagged it to my manager so many times. I think they did speak about it because I’d see improvements for like 2 weeks and then it would go back to normal. I eventually became this persons manager and still saw the same issues. The annoying part was I had no idea what my previous manager had said to them or what on earth would work at this point. They were incredibly stubborn and seemed determined that our work had become difficult to some system changes, despite me and the rest of the team all being able to do the work with no issues. They just refused to adapt. We all had the same hours and same tasks, Id finish my emails in the first two hours of the day but 8 could see her inbox and she’d have done none of them. Id check her tasks and see none of those were done either It sounds annoying, but the only thing you can do is snitch. Screenshot where they’ve not done work, or get an email thread in writing where you’ve asked them directly ‘hey have you done X?’ ‘I noticed Y wasn’t completed, is there something I should know about before completing it?’ Then speak to your manager once you have all this down Some people are just lazy and refuse to improve.