My manager's job description has no connection to my own

Flinty997

https://www.boards.ie/discussion/comment/120401316#Comment_120401316

Someone doing that in a meeting would stand out to me.

Flinty997

https://www.boards.ie/discussion/comment/120401298#Comment_120401298

There's a load of problematic behavior by numerous people described in this thread.

cloudatlas

https://www.boards.ie/discussion/comment/120401298#Comment_120401298

Sorry to be harsh but if someone is doing something that means you cannot communicate with them multiple times in a work setting then it is a problem. It is a problem if you are working on a project and this person is in charge of decisions making and they cannot. When someone is not competent and another worker has to take on a large burden in order to carry that person to the point where it damages the health of the person who is a 'reasonable support' then it is a problem. The workplace chant is always 'disability is not a burden', unfortunately the harsh reality is that sometimes it is a very large burden to those around the person with the disability, it is so hard to get rid of someone who is not performing nowadays as they are protected and others must step up to take on an unfair share of the work in order that they are accommodated. I have a friend who is dyslexic, he is not a burden to anyone and can perform his role competently, in other cases some people cannot but they are protected so the rest of us must struggle on as unpalatable as that sounds.

Jim_Hodge

https://www.boards.ie/discussion/comment/120482053#Comment_120482053

Maybe it's just me but that post has little in common with your problems with your manager in your opening post.

cloudatlas

https://www.boards.ie/discussion/comment/120482122#Comment_120482122

Maybe it's just me but that poster was attacking me unfairly so I defended myself.

Jim_Hodge

https://www.boards.ie/discussion/comment/120482187#Comment_120482187

I have to say I would agree fully with their post.

cloudatlas

https://www.boards.ie/discussion/comment/120482248#Comment_120482248

Yeah and if I hadn't experienced what I had experienced for 2 years having to support someone with a severe disability who bullied me causing me health problems and lengthy meetings with hr and the union where I tried to get clarification on what my role was and whether I could get compensation for all the extra work and hours I spend doing their job then yeah I would agree with you 100% but unfortunately that's not always how life plays out. A family friend who worked in HR told me not to complain about this person in case I got accused of discrimination so I was screwed from the get go. I obviously have more life experience than yourself.

Cyrus

it sounds like (and maybe i am picking this up wrong) that you are an admin support to a more senior technical person. And the new senior technical person has no real interest in how you do what you are doing as long as it gets done.

They could have been more sensitive in how they have interacted with you, but its a pretty common theme throughout businesses. For example do you think a CFO has any real understanding of how the ERP system works and how people interact with it? Most dont, nor do they need to.

So what's important here is what issue this is causing you in your role, and what actual grievance you would bring up.

Flinty997

Problem: The OPs line manage doesn't engage with the OP and the OP is thus isolated and unsupported, which isn't the norm in their organisation.

It won't change unless the OP moves to another position and/or upskills. If the company won't change then OP has to.

The OP also needs to stop doing work in their own time. Work done for free is not valued. Otherwise it wouldn't be free.

cloudatlas

UPDATE: I found a new position in the organisation. I also realised why my new manager is so insecure. I looked at her work calendar and some emails in the shared in box. There were multiple grammar and spelling mistakes and I realised that she also has a form of dyslexia. It makes sense. The position was adapted for someone with dyslexia and then was left vacant for that person to go on a secondment. They failed to find someone through the formal application process as the job was short term so H.R. then took the opportunity to fill the position with someone internal who was at risk of redundancy from another part of the organisation and also had the same disability.

I know that some people will think I'm insensitive but I am so glad that I will no longer be a reasonable support as I could see that it wouldn't be short term and then adjusted to the circumstance it's now going to be a long term arrangement whereby the person in my role will be forced to deal with the legacy of the initial decision to help someone with a disability who had been in the organisation for 30 years be rewarded with a promotion. My new manager was behaving the same way as the old manager, refusing to read simple guidelines or to learn anything about my job. This is not normal across the organisation and the first manager I had when I arrived was engaged in the work. I've had 3 managers in the space of 3 and a half years. She was asking me really simple questions because she had been to meetings and hadn't understood what was being discussed as she had refused to read the information. Getting frustrated and angry and taking it out on me. The exact same thing happening again.

It was history repeating itself. The department manager is a d1ck for putting me in the same position again. He sent me an email asking me if I had already accepted the new job and asked me to his office. I had already accepted otherwise I think he was going to offer me more money. He knows that they will have difficulty finding someone to replace me and also someone to replace me who will put up with this as there's only so much you can take.

By the way I know that dyslexia can vary from person to person so I'm not tarring everyone.

Flinty997

I realise you're working out the why.

But the why doesn't matter. Once the position wasn't working for you, you needed to move on.