Here’s a question to ponder as the end of the reporting and financial year draws near: How much does your progress at work depend on the effectiveness of your manager, or supervisor?
Some people want a line manager who is closely involved in the day to day aspects of their career. This can reassure the job holder that their performance and development needs are at the front of their manager’s mind. That could be crucial if progression, development or bonuses depend on the supervisor’s feedback.
Other job holders are content with a different approach. They prefer being set realistic tasks, whose delivery is discussed at quarterly reviews. This approach gives them breathing room. They get on with delivering tasks that are within their capability.
The Guardian’s Work blog has just highlighted a worst case scenario. In this situation a line manager is so ineffective that their job holder is becoming ill through over work. The customers needs are not being effectively met and team morale is suffering. The manager is an obstacle to the job holder achieving their goal, of being productive and happy at work.
See what you think of the feedback offered in the Tweet (then have a go at the bullet point questions)
- How do you influence your manager to give you the support you deserve?
- What do you say when their input isn’t quite right?
- When do you know it is time to take action to change your situation?