What do you do if your boss constantly undermines your work?

When you encounter a supervisor that appears to undermine you, it would be very helpful to remember that how people treat you is a reflection of them and not you. Take a step back and consider how to best bridge the gap with that supervisor and give them the ability to understand how this is affecting your desire to share your vision, voice and value. If this continues, be sure to document meeting, conversations and interactions and email those to your supervisor to allow them to see things from your perspective. People are people and some even in leadership are not always the most self aware or even effectively trained on how to lead. If things to do get better ask to elevate/mediate to work towards a positive outcome.

If your boss constantly undermines your work, start by reflecting on any validity in their criticism and seek specific feedback for improvement. Document all interactions and keep a detailed record of your work. Openly communicate with your boss about how their actions affect your performance and morale. Build supportive relationships with colleagues and supervisors, and continue to develop your skills. If the situation doesn’t improve, consider discussing it with higher management or HR using your documentation for support. Ultimately, if unresolved, evaluate other job opportunities where your work will be appreciated.

Me parece muy importante poder tomar distancia e intentar objetivar la situación. Pensar los motivos, si realmente es un tema personal del jefe con la persona. Pensar acciones concretas que pude observar y para entender si son una sensación o una situación real. Muchas veces la mejor forma de saber es preguntandole a la persona, expresándole como nos hace sentir esa actitud.

First, it's essential to pause and evaluate the context. Consider whether your boss's actions stem from intentional undermining, miscommunication, or their managerial approach. Reflect on past experiences where you felt undermined to identify recurring patterns or triggers. This insight will guide your approach to the conversation, prioritizing solution-seeking over airing grievances.

If your line manager (LM) constantly undermines your work, and you feel it's a personal attack, be sure to have all of your engagements where what has been asked by your LM and has been agreed to by both of you documented for reference later - without it, it's all hearsay in case you need to file an internal compliant. Before accusing your LM of unfair treatment, be sure your work is at the very least "to standard" in terms of expected performance. To do that, enroll a trusted mentor or peer to review your work and your LM's comments to ascertain fairness. Also, before accusing your LM of unfair treatment, be sure if tone and choice of words by your LM might not be the cause of the "undermining" as that can be resolved in a fair way.

I'm not sure that I agree with this step, or more precisely, that this is the second step. Open dialogue in Conflict, especially in this situation takes courage. You may have to consider not only the power dynamic between you and your boss, but also any underlying issues of bias. If the situation is extreme, a person may never feel safe enough to have this conversation, or it might require a third party to attend. Consider what you can safely say or ask and if your organisation has a conflict mediation centre or ombudsperson, consider engaging that office.

N?o existirá diálogo após um momento de desconfian?a, a partir do momento em que seu gestor n?o confia em você ou vice e versa a desconfian?a irá pairar e virar a tona em cada situa??o que vir a ocorrer. Comunica??o, ouvir, falar e toda e qualquer alternativa sugerida funciona somente em livros, poucas empresas conseguem a partir desta situa??o firmar um novo relacionamento. Qualquer que seja a desconfian?a, fa?a o que é melhor para você e o melhor será a mudan?a de local de trabalho, conselho!

Agende uma reuni?o privada com seu chefe para discutir suas preocupa??es de forma calma e profissional. Explique como as a??es dele est?o impactando seu trabalho e, se possível, forne?a exemplos específicos. Esteja preparado para uma conversa franca e aberta.

Initiating an open dialogue is crucial in addressing concerns of feeling undermined. Choose a suitable time for discussion, ensuring both you and your boss are free from immediate pressures. Approach the conversation with an intention to understand rather than confront, fostering a constructive atmosphere for dialogue. Be specific in highlighting instances where you felt undermined and articulate how it affects your work and morale. Actively listening to your boss's perspective is equally important, as it promotes mutual understanding and lays the foundation for improved communication strategies. By engaging in open dialogue, you create an opportunity to address concerns collaboratively and strengthen your professional relationship

I believe that transparency and clear instructions play a major role in the success of any requested mission, face to face meetings help avoiding any misalignment.

Dans la vie professionnelle, un patron peut facilement abuser de son autorité et avoir un comportement qui va brimer son employé. A ce point là au lieu de faire dos rond, il est important de s'adresser à lui pour qu'il sache que tout n'est pas permis. Une phrase comme: pouvez vous me précisez quelles sont les taches qui me reviennent, sachant que fais ci... et ?a...?

I prefer direct contact and discussion on the issues however for some people (possibly many) direct contact/communication is difficult and for some that love to undermine others, it might just be a narcissist in action, not being able to stand the light shone on anyone else. What I have done in those cases is quietly find new employment at a company that values what I bring to the table and do everyday. Do your homework and find a place that values you. You will find your life much better. Employers who devalue you don't deserve your time and effort....stop hanging around people/companies who make you feel bad.

O melhor tipo de relacionamento é sempre desde o primeiro momento ser sincero, jogar com transparência e estabelecer limite de até onde ambos poder?o ir, isso n?o precisa ser uma conversa onde será escrito essa situa??o, mas o dia a dia levará ambos a entender até onde cada um pode ir e até onde cada um permitirá que o outro vá. N?o podemos nunca esquecer que o objetivo é ter a melhor rela??o possível para que o trabalho de ambos sejam devidamente destacados e símbolo de prosperidade junto a equipe. Mas, essa é uma via de m?o dupla, nunca poderá ter somente um lado a favor desta situa??o. O trabalho é uma extens?o de sua casa, ent?o, sempre tente fazer de uma forma onde cada situa??o agradará ao maior número de pessoas.

Ao comunicar suas preocupa??es, concentre-se nos fatos e nos impactos observáveis, em vez de se concentrar em críticas pessoais. Além disso, sugira solu??es ou alternativas para resolver o problema. Isso mostra que você está comprometido em encontrar uma maneira de melhorar a situa??o.

It is critical to form alliances with other leaders at your organization. Share with them your values and how you bring value to the organization. Great organizations will support you and punish the toxic boss.

Mantenha registros detalhados de todas as intera??es relevantes, incluindo datas, descri??es das a??es prejudiciais do seu chefe e quaisquer medidas que você tenha tomado para resolver o problema. Esses registros podem ser úteis caso a situa??o n?o seja resolvida e você precise de evidências para apoiar suas reivindica??es.

Documentation is helpful provided that it is used in good faith and for constructive reasons. It is a respectful tool when used in conjunction with concurrent and open communication with your boss. If your communication and concerns are met with resistance, defensiveness and disrespect, then the documentation needs to be accompanied with respectful escalation of your concerns to HR, a senior leader or a union representative. Documentation in the absence of open communication, timely reporting of concerns and appropriate escalation of unresolved issues will not serve you, your boss or the organization well.

Maintaining a record of your interactions with your boss is indeed a prudent step in navigating workplace challenges. By documenting details such as dates, times, conversations, and contextual information, you're not only safeguarding yourself but also fostering transparency and accountability. While the intention isn't to tally grievances, having an accurate record can serve as a foundation for constructive resolution or, if needed, escalation to HR. It's a proactive approach aimed at ensuring fairness and clarity in addressing any issues that may arise, ultimately contributing to a healthier work environment for everyone involved.

Confian?a, lealdade, respeito e acima de tudo "o combinado n?o sai caro", se você precisa ficar formalizando tudo aquilo que é dito, significa que n?o existe uma rela??o de confian?a entre a gest?o e você. Eu já utilizei da técnica da documenta??o e automaticamente isso gerou um mal estar onde fui questionado pelo meu próprio gestor se eu n?o confiava nele e por mais que tenha argumentos suficientes para provar o contrário, causa-se um mal estar. Ent?o, escolha o seu gestor assim como você foi escolhido em algum momento e ao menor sinal de quebra de combinado, tente de alguma forma entender o motivo e sendo plausível um novo combinado deverá ser feito, caso contrário, corra antes que seja tarde e sua carreira acabe em segundo plano.

If efforts to address the situation directly with your boss haven't yielded improvement, seeking support from HR or a trusted mentor within the organization can be beneficial. These individuals can provide valuable guidance on company policies and strategies for navigating the conflict effectively. It's crucial to follow official channels and maintain professionalism throughout the process, prioritizing constructive dialogues. By seeking support from appropriate channels, you demonstrate your commitment to finding a solution while upholding the values and standards of the organization. Remember, reaching out for support is not a sign of weakness but a proactive step towards fostering a positive work environment for yourself and others.

Se você sentir que n?o está conseguindo resolver o problema diretamente com seu chefe, considere buscar apoio de recursos internos, como recursos humanos (RH) ou um superior direto do seu chefe. Eles podem oferecer orienta??o e intervir, se necessário, para resolver a situa??o.

O RH n?o está na empresa infelizmente para buscar o certo e o errado, mas sim para ponderar onde a empresa será menos prejudicada, infelizmente, muitos dos chamados RHs fazem um servi?o sim de departamento pessoal, onde quando um problema é exposto, ao invés de tratar aquilo de forma sigilosa, a primeira coisa que fazem é querer colocar funcionário e gestor frente a frente para debater. é preciso tato e cuidado, pois como sempre a corda irá arrebentar para o lado mais fraco. O que deve ficar em mente é: O local de trabalho foi feito para se trabalhar, n?o para ter amigos, se conseguir unir o útil ao agradável, ótimo, caso contrário, respeite o próximo, fa?a seu trabalho e nunca fa?a ao próximo aquilo que n?o deseja que fa?am com você.

Antes de buscar apoyos en, por ejemplo, rrhh, donde el jefe puede sentir una amenaza o un movimiento de ataque por parte del empleado, recomendaría mejorar y trabajar la comunicación persuasiva para lidiar con el jefe y acercar posturas.

Las opciones realmente es el BATNA de la negociación, es decir, el plan B. Cuantos más planes B tengamos, más poderosos y emocionalmente equilibrados afrontaremos las conversaciones con nuestros responsables. Esto igual las partes, ya que por un lado el responsable tiene el poder jerarquico y tu ninguno, pero el plan B, las opciones, te dan un poder que equilibra la situación para mantener una conversación sin ese freno emocional debido a la jerarquía.

If you're dealing with an authoritative boss and despite your efforts, the situation remains unchanged, it's essential to reflect on your options. Consider whether the job aligns with your career goals and values, and if the environment supports your well-being. Assess if there are opportunities for growth and development or if the dynamics are inhibiting your progress. Ultimately, prioritizing your professional fulfillment may lead you to seek a more supportive work environment where your contributions are valued and recognized.

Seek an external support from a career coach or counselor who can provide unbiased advice and help you explore your options objectively. Sometimes, having an outside perspective can offer valuable insights and clarity on how to navigate the situation effectively. Additionally, prioritize your mental and emotional well-being by practicing self-care and seeking outlets for stress relief outside of work. Remember, you deserve to work in an environment where your contributions are valued and respected.

We are all human, and the perception that your boss is undermining you can be hard! The best thing to do here is to confront your boss in a way that focuses on your feelings, rather than on their actions. They can't argue with your feelings, but they can justify their actions. You can say something like, "On two occasions this week, I felt exposed and vulnerable when I presented a few ideas to the team and you convinced the team they weren't good. There were a few other times when I felt the same way for similar things. Can we talk about it?" Be careful not to use the word "feel" where you should be using the word "think," like "I feel you are undermining me." That can lead to your boss feeling accused and they can shut down.

In such a situation, it's crucial to approach it strategically. First, assess the root cause of your boss's behavior, is it based on his personality or is there an specific triggers or patterns? Then, consider discussing the issue directly with your boss, using evidence-based examples of how their actions impact your work and productivity, like texts, situations, meetings, comments or chats. Additionally, seek support from colleagues or mentors who can provide guidance and perspective. If necessary, involve HR to mediate the situation and ensure a fair resolution. Ultimately, prioritize your well-being and career growth, which may involve considering alternative job opportunities if the situation remains unresolved. Just leave if necessary

Ask for feedback about your performance. Listen to your boss. State what you can change in your behaviour. If nothing changes consider looking for another company because your boss, probably,wants to get rid of you.

Seek advice from non-bias third party. I think that it really depends on what kind of history there is between the two. This to me a way to analyze the situation and what steps that you should take.