[crewtondix]

New boss (promoted, been here a long time)...took over from an outstanding boss. He has no clue what many of us do (we're down 25% staff doing more work) and is making changes left and right without understanding the work increases he's creating. Mostly, to make his job easier regardless of our time commitment...within 3 weeks, I've had 4 people saying that they are looking for new jobs. Can we approach him in a way that we won't jeopardize our jobs?

[BuckeyeNation]

If he's been there a long time, how can he have "no clue" as to what you do? You can approach him, but you need to lose that attitude before you meet with him. Send a 'Meeting Request' to him and everyone who reports to him. Each of you should prepare a one-page slide with your key (3-5) responsibilities. This should begin some positive dialogue with him.

[PartyPlanner]

The one thing I would do is assure your boss that you want him/her to look good and so all your suggestions are focused on what can be done to make the department which is the boss look good.

It sounds at though the boss is insecure, threatened and afraid. You can become a valuable right hand person by always assuring boss that your actions are meant for boss to look good.

My real reaction to your question is how can a company put someone so inept into a position like this? And, why should the subordinates play mommy to a spoiled child? Perhaps after some people leave, HR may want to know what is going on in the department.

But again, my immediate strategy would be to approach the boss with language like - "I have a suggestion that I think will put you in a good light", or "How about doing XXXXX? I think your boss will like the end result". Good luck, and I would end with this - if it doesn't get better within the next few months, I would join the ranks of those bolting. You do not need to be working for someone who affects your self esteem, and has no interest in your career advancement.

[Jeannine312]

Your approach depends a lot on what's driving the newbie; insecurity, ego, tone-deafness (insensitivity), inexperience, laziness or a genuine wish to improve things? What kind of relationship you have or can cultivate with him? And, without a doubt, the corporate culture?

I too have experienced this type of behaviour with "new managers". In fact, I would characterize your description as a "typical new manager mistake"; their new power goes to their heads and they can't keep themselves from using it just because they can. A lot of wreckage gets done while they go through teething pains. If he's been with the company a long time, there may be good reason he was never promoted before.

My experience with this kind of management change have been varied; some have worked out fairly well, some have been very ugly. On the whole, the weaker the manager's character, the uglier the result has been.

In terms of action, first, I'm a belt-and-suspenders kind of person. As a precaution, I'd start looking for work. If your position is secure and not under threat, stay where you are and keep your head down unless you get an offer you can't refuse. If not, or if the situation becomes unstable or untenable, it's better to quit than get fired. The decision to look for a job (strategic) is not the same as the decision to resign your present job (tactical). Having other irons in the fire gives you options.

Second, see what you can do to develop some sort of relationship with this guy and find out what his goals are for the department and the employees that are now under his care -- care being the operative word here. Questions must be phrased in non-threatening, non-confrontational, supportive language, as Jeanette suggests. Get him to collaborate if possible, but just sit quietly and listen to sermons if necessary. In order to make a rational decision you need to gather information.

It's not surprising that he appears to lack any form of communication skills. That's often the root cause of failed managers; inability to articulate coherent messages and communicate them effectively.

If they can't communicate with their subordinates effectively, it generally results in chaos in the ranks and the workplace, which you are apparently beginning to experience. There may be an opportunity for you to become an ally/ messenger/ advocate or at least to help him craft an effective message that may get the rest of the team on-side.

If, in addition, they don't communicate with superiors effectively, they often get fired within a year, assuming they're not the boss's nephew and that the management is interested. In this case, unfortunately, the damage is often done before the failure is recognized and dealt with.

This may be a great opportunity for personal growth. Just protect yourself and keep your options open.