A reader writes:
I really want an out of doors perspective on somethings occurring at my work. I’m the assistant director at a small group the place there are 10 full-time workers (together with the director) and two part-time. A few 12 months in the past, our longtime director left. She mainly constructed the present model of our group from the bottom up and her administration model may greatest be described as “belief your individuals to do their jobs.” She was fairly hands-off however would tackle points as they got here up, though we didn’t have a proper system for opinions. Our vibe may very well be described as “Chaotic Good” (to place it in Dungeons & Dragons phrases) and a spot the place we take the work severely however not ourselves. Now we have executed quite a lot of work in the neighborhood to beat the unfavorable emotions many people had about earlier iterations of our group.
As soon as the director left, not being excited about making use of for the director place, I stepped in as interim director whereas our board carried out a search. One of many issues that the board made very clear to each candidate they interviewed was that the workers was nice and didn’t want an overhaul — they weren’t searching for a fixer however reasonably somebody to proceed the good work that’s already being executed. Workers had a possibility to satisfy the finalists and the board requested for our suggestions. Each single workers member had reservations of some extent concerning the candidate they ended up hiring (largely that she wouldn’t match our tradition) however had been open to being confirmed unsuitable.
Properly, Marcia has been right here just below six months and the wheels are falling off. On this timeframe, she has imposed a strict service desk schedule, modified the job descriptions of our three front-line workers members, reorganized all of our storage, up to date our calendar system, and adjusted the workflow for a number of of our processes. Moreover, she demonstrates in small ways in which she doesn’t fairly belief workers to do their work and doesn’t like the way in which we’re used to doing issues. Suggestions I’ve obtained from many workers point out that they’re sad with the path issues are going and the pace at which change is being carried out. Change just isn’t the issue — we’re used to alter — however it’s being imposed with out quite a lot of workers enter and really rapidly.
I’ve spoken with Marcia a couple of occasions about my issues and the issues of a number of the workers and different workers have spoken to her as nicely. It lastly got here to some extent the place I despatched her an e-mail suggesting that we interact an out of doors facilitator to assist us work by way of the communication challenges that we’ve got been experiencing in order that we will proceed in a constructive path. I actually do suppose it’s doable to salvage this, however I do know we don’t have the talents to do it ourselves.
After two weeks of radio silence, together with in-person, I obtained an e-mail quarter-hour earlier than we closed on a Friday that stated no to a facilitator as a result of she doesn’t belief my judgment. She then listed the the reason why she believes I’ve executed extra to tank workers morale and stated a proper communication outlining my plan for enchancment was to observe.
At this level, I don’t know what to do subsequent. Principally, I’m questioning if that is as bizarre as I feel it’s. Is her response affordable? Was I out of line making that suggestion?
I feel you’ve acquired two choices right here: begin planning to go away or go to the board. Or each!
Your boss informed you she doesn’t belief your judgment and thinks you’re answerable for tanking workers morale and stated she plans to place you on a proper enchancment plan.
These are very unhealthy indicators about your future within the group. This can be a supervisor who doesn’t need you round, doesn’t respect your work, and could also be laying the groundwork to fireplace you.
You weren’t out of line in suggesting an out of doors facilitator, however I’m guessing Marcia took that as yet one more signal that you simply aren’t on board with the path she’s taking issues in. I think her perspective could be: “I see issues that have to be modified, I’m altering them, the one who was doing my job on an interim foundation earlier than I acquired right here is combating me on them, I’ve heard her out a number of occasions, however after I didn’t agree together with her, she wished to herald an out of doors facilitator to proceed to push me to see issues her means. Oh, and I feel she is likely to be stirring up discontent on the workers beneath the guise of ‘issues.’”
Now, is Marcia unsuitable about all that? Very probably! It’s additionally doable that a few of what she’s altering are issues the board requested her to alter — or issues she informed them she would change and acquired their blessing for. The board stressing to candidates that issues didn’t want an overhaul doesn’t imply they’d anticipate a brand new director wouldn’t change something. It’s additionally true that whereas “Chaotic Good” might have been an enchancment from how issues had been earlier than, it’s not essentially the place a corporation ought to keep completely.
I don’t know which it’s — or whether or not it’s a mixture of each — however what I do know is that the particular person accountable for your group is telling you fairly clearly that she sees you as a risk to the group’s stability, and that bodes badly on your future there.
Usually I’m not an enormous proponent of going to the board as a result of nonprofit boards typically shouldn’t get entangled in day-to-day workers points, many will reflexively again the chief director and are judging them on issues apart from workers morale, and if it doesn’t work you’ll have a goal in your again. It’s a high-risk transfer that not often pays off besides in probably the most egregious conditions. However on this case, you had been the interim director so in all probability know the board members and your phrase has some weight. It is likely to be price a discreet dialog with one or two board members about what’s happening, together with that you simply suppose Marcia could also be laying the groundwork to push you out.
I don’t know what’s going to come of that. That means positively lies drama! However it appears like issues could also be at that time, except you like to only go away altogether (which is totally a path you ought to be fascinated with too).
