How to handle being scapegoated by your manager
A wise and noble man once said, "when you don't know what to do, choose the least favorable response for yourself."
Throughout the week, I have been mindful of this advice and have made an effort to be a better listener. I actively searched for opportunities to apply what I learned in my daily dealings. I found myself asking, "What is the least favorable response for me? How can I serve others? Whose intentions am I prioritizing?"
This may sound simple, but it is challenging to put into practice. It reveals how self-serving we can be unless we consciously choose to do what is right for the people we serve.
Our default reactions are often shallow and narrow-minded. In our culture, building strong relationships is crucial for executing ideas, achieving common goals, and resolving issues. Many functions are interconnected, leading to ripple effects that impact many individuals.
However, we are also aware that many leaders qavoid taking accountability. We know the feeling of being thrown under the bus. Managers often protect their own positions and earnings at the expense of junior employees. Meanwhile, juniors are considered overly focused on details, while executives overlook these details, forgetting that they are often the cause of problems.
So, when you find yourself faced with managers who refuse to take accountability (which will likely occur often), follow these simple rules:
1. Gather evidence: Back every suggestion and rejection with an email to document the communication. Verbal discussions alone are not reliable.
2. Communicate your concerns: If your ideas are being rejected, show them the consequences of failing to act, such as potential losses, integrity issues, or damage to the company's image.
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3. Seek support from colleagues: Gather different perspectives, as two heads are better than one.
4. Document conversations: In any work relationship, don't take anything for granted. Follow up every important conversation with an email. This will serve as evidence and help protect your interests. Remember, if it's not documented, it didn't happen.
5. Offer a way forward: Instead of dwelling on the problem, focus on finding solutions.
6. Involve HR if necessary: If you are being victimized, bullied, or harassed, don't hesitate to escalate the situation to Human Resources.
7. Explore other alternatives within the organization if the situation persists.
Remember, each situation is unique, and it's essential to assess the potential risks and benefits of your actions. If you ever need assistance, feel confident in knowing that you can always reach out to us for intervention.
Best regards,