When Your Manager Is Ineffective

当你的管理者表现不佳时

与一位你认为无效或不称职的管理者相处，可能会让人感到沮丧。然而，如果将这些负面情绪积压，可能会影响你的声誉、工作效率和身心健康。以下是你可以采取的一些步骤，来改善这种关系。

反思真正的困扰：是任务分配上的分歧，还是价值观的不同？有时问题不在于管理者的能力，而是你的期望和反应。思考一下，真正让你不满的是什么。

对自己在关系中的角色负责：思考自己的行为是否加剧了紧张关系。例如，是否因为疏离或过度防御性反应导致了问题的恶化？这种抵触情绪可能会阻碍你个人的成长，影响团队的和谐。

使自己的方法与价值观保持一致：如果透明度对你来说非常重要，但你在工作中感到缺乏这一点，可以考虑如何在自己的行为中体现这一价值——即使你的管理者未必会完全回应。

开启积极对话：主动发起一次建设性的对话，表达你希望加强合作、统一期望的愿望。像“我们如何更好地支持彼此？”或“我应该重点关注哪些优先事项？”这样的问题，有助于更清晰地理解彼此的期望，并构建更具建设性的关系。

Navigating a relationship with a manageryou perceive as ineffective or unqualified can be frustrating. But lettingthose feelings fester can impact your reputation, productivity, and well-being.Here are steps you can take to shift the dynamic.

Reflect on what’sreally bothering you. Is it a disagreement over tasks, or a misalignment invalues? Sometimes, it’s not about your manager’s competency but rather your own expectations and responses.

Take ownership of your part in therelationship. Consider how actions like disengaging or reacting defensivelymight contribute to the strain. Think about what this resistance might becosting you in terms of personal growth and team harmony.

Align your approach with your values. Iftransparency matters to you but feels absent in your working relationship,explore how you can model this value in your behavior—evenif it’s not fully reciprocated by your boss.

Open a dialogue. Consider initiating a positiveconversation, expressing a desire to strengthen collaboration and align onexpectations. Simple questions like “How can we support each other better?” or“What priorities should I focus on?” 

canfoster a clearer understanding of expectations and build a more constructiverelationship.