Difficult Working Environment

wooowee i have a boss just like this-mean as a hornet-if i blink wrong its a write up-whats worse is her boss is in kahoots with her-document document document-i was working with HR -that backfired-so i got an employee lawyer-im not kidding-ive been on this job 9 yrs and this bully came in 4 months ago.corp ppl stick together-i dont care what they say-they do.then 5 wks ago i had a bad accident on the job-snapped my ankle-my boss lied on the report on how it happend.so im still out of work-never once did she ask how i was doing-do i need anything..etc etc..talk to HR document EVERYTHING..this is work place harassment..if you want to talk more contact me.good luck-i hate a bully..

I suggest you tell him you want to clear the air and ask him to go to HR with you. Talk with HR first so you know this is a possible.

One of my employees was uncomfortable with me. I was her supervisor. I had planned to work towards getting a new position in place and asking her to be my assistant.She complained to my supervisor that I was expecting too much of her. One morning I arrived at work to find them both waiting for me. We worked thru the issue but I felt betrayed because she didn'T start with me. I had thought we had a good working relationship. We were never quite comfortable with each other after that.

Because of your supervisor's position in the company it's likely he'll stay. I would see if you can work this out before quitting.

My focus would be learning how to get along with him. I suggest that you first try to talk with him about how you feel. Be sure to use I statements and never accuse him of anything. Focus on making both of you comfortable.

If that doesn'T help tell him you would like both of you talk with a third person. HR may be able to be that person. Or if your boss has good communication skills consider asking him to help.

I worked for a very difficult boss who would admonish me for doing things for my work team on the floor in front of everyone and then turn around and take credit for those same things when his boss mentioned them as a positive things. I'd write reports which had to be forwarded to him for his approval. He'd edit the document and change it to be his report and turning it in as if he did all the work. He'd sit in his office talking negatively about me on the phone with the door open so anyone could hear .... including me since I sat right outside his door.

But I loved my job and the people I worked with, great benefits, flexible when needed so I figured I'd just keep my head down and power through everything. I stopped going out of my way to be friendly to him. Just a nod, hi, speak in meetings, bye type of relationship. He was a boss and nothing more. I had my friends and family to love me.

So if you have a question for this guy just shoot off an email with a cc to your boss so there's no misunderstanding about what you asked and when. Nod, say hi if you feel inclined to do so but don't look to win him over or get his attitude to change. When push comes to shove HR will back the more powerful person in the company and that isn't you.

Speaking as a manager in a large Fortune 500 company...if you talk to HR...what would you tell them? "Bill doesn't seem to to like me."? My response would be, so what? What is the actionable item here? If both of you are doing your jobs and meeting expectations...it doesn't matter if he likes you or not. Plus, you'd sound like a whiny little girl.

It's clear he's not a friendly or easy guy. But if he's not impeding your work and you're getting positive reviews, you don't have much to really complain about.

If it were me, let it go. You don't have to be nice to him, nor he be nice to you. Limit your interactions and keep them drama free.
And if it really does make you that miserable, find another job.

One thing I learned a LONG time ago in the corporate world (marketing in a MAJOR snack food company where it is cut throat) was to keep a CYA file.

I had a small notebook that I kept with me ALL THE TIME. I documented everything from the most stupid remark or request to the paperwork which was altered to make something look like someone else's idea so they get recognition.

I never really had to use this CYA file but every time I had a review, I carried it with me. It wasn't too long that some figured out that my notebook was a CYA file when they would see me taking notes.

That was way back in the early 90's. Today I STILL have a CYA file. Hubby and I own our company and I still keep a CYA book with things noted as far as requests, pricing info I might have quoted someone, etc. I have used this book for backup, especially when I have had a pricing quote for transportation and then the rep quotes another, higher price when I call to schedule a truck. I also keep a LOT of email documentation and this is used for people like those in transportation to show them a copy of their own email with a quote that they say they didn't make... you get the gist here??

I also substitute teach and I do the same thing every day I am in the classroom.

I would limit my contact with Bill, just be cordial but nothing more. Do your job and if you need to ask a question, make sure you cc someone else who can back you up.

It is up to you if you want to look for another job. Personally, I would dig my heels in if I loved my job and make sure I did the best job I possibly could.

EVERYONE makes mistakes. You should not be "paying" for them forever.

Im confused about the chain of command here.... Speak to your supervisor about the issue from your own perspective. Don't talk about how you feel talk about how it impacts your job and the ability of the group to be appropriately utilized. Ask him/her to clarify the chain of command for you so that you can determine how to respond.

It sounds as if there is an unclear chain of command structure which could effect this person as well. Other than that go along with what Ziggy said. Respond only to the content of what he says, never the manner in which it is said. Be professional and mature no matter how immature he acts. If it is more than rude make sure you document it all - personal notebook of events with dates and who saw it kept in your desk as fodder in case it gets worse. Just make sure you keep that to yourself unless absolutely needed.

Final idea: One person can effect the entire culture and atmosphere of a work place - but no one can effect you and your life unless you grant them space in your head. You have to interact with this person - you do not have to make him like you. So he doesn't like you, who cares? His behavior should be allowed to reflect properly on him and yours should reflect on you.... Trust me people notice.

what were the errors? Spelling errors? Were they crucial to your business?

There are rude people everywhere. You need to document your day.

If Bill is a partner in the company? Go to HR and request a meeting with ALL of you - HR, Bill and yourself - and get this ground out.

Why can't you go to Bill and say "Bill, I understand we have had some issues. I'd like to iron them out with you. Do you have 30 minutes so we can talk about your expectations of my work and plans to move ahead?"

If you feel the need to record the conversation, you may. Double check your laws for North Dakota on if you need consent to record.

I would also do my job to the best of my ability. I would double check my work to ensure there are no errors. If you are in a position that means contracts could be lost with spelling and grammatical errors or even more importantly NUMBERS - you need to do your job RIGHT.

Be nice. You could be angry at him and he sees it - but you aren't SAYING anything...it's how you hand your work over to him. It's HOW you say "good morning" your tone of voice conveys MUCH more about how you feel than you realize. Take stock in how YOU are behaving as much as HE is behaving...changing YOUR attitude could be the world of difference!!

Good luck!

Your supervisor and Bill are two different people?
Your supervisor seems happy with your work.
It's weird that Bill went straight to HR before speaking with your supervisor.
Can you talk to him (your supervisor) about how things are going with Bill?
It might be a good thing for you and your supervisor to be on the same page about how you are loaned out to Bill and what support you should be providing for him - anything you do for Bill should be ok'ed by your boss first - so he has the opportunity to say "No, sorry Bill but J. has to work on my project that day and she can't back up your assistant at that time.".
It's also possible that your supervisor has wet spaghetti for a backbone and can't say 'No' - which is bad for you.
It's hard working for 2 bosses but the chain of command means you go through your supervisor and he should be handling Bill issues.
If they can't work things out between them then your best bet is finding work else where.

Everyone makes mistakes. However did your mistakes cost the company money or a contract? If not, go to Bill and talk with him. If you don't feel you can do it alone, ask HR to be there when you try and iron this out.

Keep a daily log of what you do, who asks you do to it. Let them know how long it should take you to complete the task and when you plan on having it delivered to them. Don't worry about what other people do. Only worry about what you can do.

If you are being forced to be back up for someone and it's affecting your job? You need to step up and politely state "Bill, I have these items on my to-do list. Can you please set the priority so that all of my tasks can be accomplished and I can be so-and-so's back up?" Put the onus back on him on what your priority is so he can't say you aren't doing your job. He is the one who chose what you needed to place as a priority.

I would speak with your supervisor.

Like another poster below, I am confused about your chain of command. It sounds like you have a direct supervisor who is not Bill, but Bill is the manager over your supervisor. So....Bill is not the direct supervisor over you and you have this supervisor who is between your level and Bill's, is that right?....

If so, and the supervisor is happy with you, are you and the supervisor on the kind of terms where you can have a private but very professional conversation about this, but you MUST stick to only what the super. can possibly change. Do not get into issues that he or she cannot alter. For instance, the super. can and should deal with the issue of your being made to be backup for someone else if that is directly affecting your day to day work; but the super. has no control over Bill's rudeness, walking away from you, etc. So don't bring those latter issues up; those are unfortunately "suck it up or leave" kinds of issues, but it IS your super.'s place to deal with things that negatively affect your daily workload.

I don't see how HR can help you here even if HR had any pull over this high-level manager. He's rude and cold and is clearly scapegoating you since you made those errors -- but he's not harassing you or creating a dangerous or harassing work environment. I would see if your super. is any help, but even that can have consequences if Bill feels you and the super now are "ganging up on me" and you're both in his bad books. Unfortunately I've worked for someone just like Bill and that's how they think.

I agree with CYA by documenting things -- do it -- but in the end you might find it doesn't produce anything you can USE against him. Unless he is patently not supposed to be assigning you any work, and he is doing so anyway -- you don't have a lot you can say to him or about him to HR. However, I do know from experience that it keeps you saner if you document, so you can later say at least to yourself: "Yes, I WAS right when I thought he contradicted himself that time...."

Can you speak more about the mistakes?

Honestly, no job is worth the stress of a Tyrant. I'd look elsewhere. You never know, you might find something better with better pay.