How to deal with a team lead who never gives me credit? Announcing the arrival of Valued Associate #679: Cesar Manara Planned maintenance scheduled April 17/18, 2019 at 00:00UTC (8:00pm US/Eastern)How much should I say in an exit interview?How to deal with a lead who thinks spending more hours and staying late in office is the surest sign of productivity?How to deal with a team lead direct report that acts unprofessionally?How can I deal with a non-technical team leader?deal with a coworker who just didn't seem to get itHow to deal with annoying acquaintanceHow to motivate a junior team member who has been procrastinating and is being somewhat carelessHow can I deal with a dev lead who is interfering with resource allocations in my team?How to deal with someone taking all the creditHow to deal with a misleading employer?How to work with an unhelpful team lead?
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How to deal with a team lead who never gives me credit?
Announcing the arrival of Valued Associate #679: Cesar Manara
Planned maintenance scheduled April 17/18, 2019 at 00:00UTC (8:00pm US/Eastern)How much should I say in an exit interview?How to deal with a lead who thinks spending more hours and staying late in office is the surest sign of productivity?How to deal with a team lead direct report that acts unprofessionally?How can I deal with a non-technical team leader?deal with a coworker who just didn't seem to get itHow to deal with annoying acquaintanceHow to motivate a junior team member who has been procrastinating and is being somewhat carelessHow can I deal with a dev lead who is interfering with resource allocations in my team?How to deal with someone taking all the creditHow to deal with a misleading employer?How to work with an unhelpful team lead?
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I am working as a software developer in a company for about one year.
I have a team lead who is always bragging about himself, never or seldom gives credit to other people or values their work or ideas, and constantly uses "I" and "me" instead of "we"
For example,
- in team meetings he constantly says "I'm on this project", "this is my work" etc even though that last year we had almost equal contributions. Never in a team meeting used plural like "we will do this .. "
- never in a meeting publicly credited me for my work
- one time we were solving a problem together. I was expressing my ideas and he directly declined them as wrong, till half an hour later, when he brings the exactly same idea on the table. When I told him that this is exactly what I had suggested before, he said he didn't understand that at the time I said it.
- one other time, I had a PR with a month's work. He squash-merged the PR in his own pc, so all the code became his property. (I don't know if this was intentional or not, but it shouldn't be an issue in the first place if we consider his level).
- and last week, the incident that crossed the line, during an internal presentation to around 20-25 people in the office, he was asked who maintains project X, which during last year is maintained by both of us. His answer was that he is the sole maintainer. (Here, one maybe should had just spoken and say that it is not like that and that more people also contribute, but it made me so frustrated that if I had opened my mouth at that time, I would had just mumbled something and I would had walked out of the room, so in a way I don't really regret I remained silent at that point).
Long story short, I have already decided I'm leaving the company since I really don't find any reason to try to make him learn how to value others. He is a senior and if he cannot understand this simple thing by now, I don't think he will change now.
My question is, should I raise an issue to his boss/someone higher/HR while I am still in the company? If so, in what context and having what expectations? Since I have already decided I'm leaving the company, I really don't care whether his attitude will be improved in the next 5-6 months that I will be there. And I think that I can deal with his behavior just by ignoring it. The only reason, that I would like to raise this issue, is so that it will be understandable that this is the reason I am leaving, and not leave the company and everyone believes that I did nothing there for the time being.
Also, in the last incident, it just happened and I was present there too, so I know about it. But it made me think that maybe there are more occasions that similar answers have been given and I just never learned about them.
software-industry teamleader
asked 6 hours ago
yellowFedorayellowFedora
345
New contributor
yellowFedora is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
add a comment |
I am working as a software developer in a company for about one year.
I have a team lead who is always bragging about himself, never or seldom gives credit to other people or values their work or ideas, and constantly uses "I" and "me" instead of "we"
For example,
- in team meetings he constantly says "I'm on this project", "this is my work" etc even though that last year we had almost equal contributions. Never in a team meeting used plural like "we will do this .. "
- never in a meeting publicly credited me for my work
- one time we were solving a problem together. I was expressing my ideas and he directly declined them as wrong, till half an hour later, when he brings the exactly same idea on the table. When I told him that this is exactly what I had suggested before, he said he didn't understand that at the time I said it.
- one other time, I had a PR with a month's work. He squash-merged the PR in his own pc, so all the code became his property. (I don't know if this was intentional or not, but it shouldn't be an issue in the first place if we consider his level).
- and last week, the incident that crossed the line, during an internal presentation to around 20-25 people in the office, he was asked who maintains project X, which during last year is maintained by both of us. His answer was that he is the sole maintainer. (Here, one maybe should had just spoken and say that it is not like that and that more people also contribute, but it made me so frustrated that if I had opened my mouth at that time, I would had just mumbled something and I would had walked out of the room, so in a way I don't really regret I remained silent at that point).
Long story short, I have already decided I'm leaving the company since I really don't find any reason to try to make him learn how to value others. He is a senior and if he cannot understand this simple thing by now, I don't think he will change now.
My question is, should I raise an issue to his boss/someone higher/HR while I am still in the company? If so, in what context and having what expectations? Since I have already decided I'm leaving the company, I really don't care whether his attitude will be improved in the next 5-6 months that I will be there. And I think that I can deal with his behavior just by ignoring it. The only reason, that I would like to raise this issue, is so that it will be understandable that this is the reason I am leaving, and not leave the company and everyone believes that I did nothing there for the time being.
Also, in the last incident, it just happened and I was present there too, so I know about it. But it made me think that maybe there are more occasions that similar answers have been given and I just never learned about them.
software-industry teamleader
asked 6 hours ago
yellowFedorayellowFedora
345
New contributor
yellowFedora is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
Possible duplicate of How much should I say in an exit interview?
– mcknz
4 hours ago
the answer to the possible dupe looks slightly familiar....
– mcknz
4 hours ago
The answer is helpful indeed, and it is written by a guy who also answered in this question. But I wouldn't say its the same question :/
– yellowFedora
3 hours ago
not exact dupe but essentially the question is asking how much to say before leaving, which is almost the same as an exit interview. Could go either way.
– mcknz
3 hours ago
add a comment |
I am working as a software developer in a company for about one year.
I have a team lead who is always bragging about himself, never or seldom gives credit to other people or values their work or ideas, and constantly uses "I" and "me" instead of "we"
For example,
- in team meetings he constantly says "I'm on this project", "this is my work" etc even though that last year we had almost equal contributions. Never in a team meeting used plural like "we will do this .. "
- never in a meeting publicly credited me for my work
- one time we were solving a problem together. I was expressing my ideas and he directly declined them as wrong, till half an hour later, when he brings the exactly same idea on the table. When I told him that this is exactly what I had suggested before, he said he didn't understand that at the time I said it.
- one other time, I had a PR with a month's work. He squash-merged the PR in his own pc, so all the code became his property. (I don't know if this was intentional or not, but it shouldn't be an issue in the first place if we consider his level).
- and last week, the incident that crossed the line, during an internal presentation to around 20-25 people in the office, he was asked who maintains project X, which during last year is maintained by both of us. His answer was that he is the sole maintainer. (Here, one maybe should had just spoken and say that it is not like that and that more people also contribute, but it made me so frustrated that if I had opened my mouth at that time, I would had just mumbled something and I would had walked out of the room, so in a way I don't really regret I remained silent at that point).
Long story short, I have already decided I'm leaving the company since I really don't find any reason to try to make him learn how to value others. He is a senior and if he cannot understand this simple thing by now, I don't think he will change now.
My question is, should I raise an issue to his boss/someone higher/HR while I am still in the company? If so, in what context and having what expectations? Since I have already decided I'm leaving the company, I really don't care whether his attitude will be improved in the next 5-6 months that I will be there. And I think that I can deal with his behavior just by ignoring it. The only reason, that I would like to raise this issue, is so that it will be understandable that this is the reason I am leaving, and not leave the company and everyone believes that I did nothing there for the time being.
Also, in the last incident, it just happened and I was present there too, so I know about it. But it made me think that maybe there are more occasions that similar answers have been given and I just never learned about them.
software-industry teamleader
asked 6 hours ago
yellowFedorayellowFedora
345
New contributor
yellowFedora is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
I am working as a software developer in a company for about one year.
I have a team lead who is always bragging about himself, never or seldom gives credit to other people or values their work or ideas, and constantly uses "I" and "me" instead of "we"
For example,
- in team meetings he constantly says "I'm on this project", "this is my work" etc even though that last year we had almost equal contributions. Never in a team meeting used plural like "we will do this .. "
- never in a meeting publicly credited me for my work
- one time we were solving a problem together. I was expressing my ideas and he directly declined them as wrong, till half an hour later, when he brings the exactly same idea on the table. When I told him that this is exactly what I had suggested before, he said he didn't understand that at the time I said it.
- one other time, I had a PR with a month's work. He squash-merged the PR in his own pc, so all the code became his property. (I don't know if this was intentional or not, but it shouldn't be an issue in the first place if we consider his level).
- and last week, the incident that crossed the line, during an internal presentation to around 20-25 people in the office, he was asked who maintains project X, which during last year is maintained by both of us. His answer was that he is the sole maintainer. (Here, one maybe should had just spoken and say that it is not like that and that more people also contribute, but it made me so frustrated that if I had opened my mouth at that time, I would had just mumbled something and I would had walked out of the room, so in a way I don't really regret I remained silent at that point).
Long story short, I have already decided I'm leaving the company since I really don't find any reason to try to make him learn how to value others. He is a senior and if he cannot understand this simple thing by now, I don't think he will change now.
My question is, should I raise an issue to his boss/someone higher/HR while I am still in the company? If so, in what context and having what expectations? Since I have already decided I'm leaving the company, I really don't care whether his attitude will be improved in the next 5-6 months that I will be there. And I think that I can deal with his behavior just by ignoring it. The only reason, that I would like to raise this issue, is so that it will be understandable that this is the reason I am leaving, and not leave the company and everyone believes that I did nothing there for the time being.
Also, in the last incident, it just happened and I was present there too, so I know about it. But it made me think that maybe there are more occasions that similar answers have been given and I just never learned about them.
software-industry teamleader
software-industry teamleader
asked 6 hours ago
yellowFedorayellowFedora
345
New contributor
yellowFedora is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
asked 6 hours ago
yellowFedorayellowFedora
345
New contributor
yellowFedora is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
edited 1 hour ago
yellowFedora
asked 6 hours ago
yellowFedorayellowFedora
345
New contributor
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asked 6 hours ago
yellowFedorayellowFedora
345
asked 6 hours ago
yellowFedorayellowFedora
345
345
New contributor
yellowFedora is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
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New contributor
yellowFedora is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
yellowFedora is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
Possible duplicate of How much should I say in an exit interview?
– mcknz
4 hours ago
the answer to the possible dupe looks slightly familiar....
– mcknz
4 hours ago
The answer is helpful indeed, and it is written by a guy who also answered in this question. But I wouldn't say its the same question :/
– yellowFedora
3 hours ago
not exact dupe but essentially the question is asking how much to say before leaving, which is almost the same as an exit interview. Could go either way.
– mcknz
3 hours ago
add a comment |
Possible duplicate of How much should I say in an exit interview?
– mcknz
4 hours ago
the answer to the possible dupe looks slightly familiar....
– mcknz
4 hours ago
The answer is helpful indeed, and it is written by a guy who also answered in this question. But I wouldn't say its the same question :/
– yellowFedora
3 hours ago
not exact dupe but essentially the question is asking how much to say before leaving, which is almost the same as an exit interview. Could go either way.
– mcknz
3 hours ago
Possible duplicate of How much should I say in an exit interview?
– mcknz
4 hours ago
Possible duplicate of How much should I say in an exit interview?
– mcknz
4 hours ago
the answer to the possible dupe looks slightly familiar....
– mcknz
4 hours ago
the answer to the possible dupe looks slightly familiar....
– mcknz
4 hours ago
The answer is helpful indeed, and it is written by a guy who also answered in this question. But I wouldn't say its the same question :/
– yellowFedora
3 hours ago
The answer is helpful indeed, and it is written by a guy who also answered in this question. But I wouldn't say its the same question :/
– yellowFedora
3 hours ago
not exact dupe but essentially the question is asking how much to say before leaving, which is almost the same as an exit interview. Could go either way.
– mcknz
3 hours ago
not exact dupe but essentially the question is asking how much to say before leaving, which is almost the same as an exit interview. Could go either way.
– mcknz
3 hours ago
add a comment |
5 Answers
5
active
oldest
votes
I have already decided I'm leaving the company since I really don't
find any reason to try to make him learn how to value others. He is a
senior and if he cannot understand this simple thing by now, I don't
think he will change now.
My question is, should I raise an issue to his boss while I am still
in the company?
No. Take the high road here.
Find your next job, get and accept an offer, give your notice and work the notice period, then put this job behind you.
Trying to raise this issue with his boss will just make you look petty, and won't do anything positive for you. It certainly won't endear you to your boss or anyone else in the company.
It's understandable that you are angry. But knowing that you will be gone soon should make it tolerable.
answered 6 hours ago
Joe StrazzereJoe Strazzere
255k1317401053
2
Thank you for your answer. Taking the high road and just be patient seems quite reasonable.
– yellowFedora
5 hours ago
Of course you should have done your best to stab him in the back a lot earlier. It's just that now, it's too late.
– gnasher729
4 hours ago
add a comment |
Aside from correcting him in front of others to claim credit for it, there really is not a lot that you can do.
You said you're leaving the company? In time it will become evident to others when "his" productivity goes down. Personally, I would not go out of my way to make waves, but quietly move on.
answered 6 hours ago
KeithKeith
3,6773721
Thank you for your answer. I'll go with this approach, as all other answers suggested too
– yellowFedora
5 hours ago
add a comment |
My question is, should I raise an issue to his boss while I am still
in the company?
No- that's not your job and could actually backfire on you/make you look bad depending on how the boss interprets the information prior to you leaving.
I would quietly leave and move on to better opportunities. There are always coworkers who we do not like to work with, since you are already taking action by leaving the company, there is nothing else left to do.
answered 6 hours ago
chevybowchevybow
3935
Thank you for your answer. Indeed there is always the possibility that it will backfire on me. Seems much wiser just to be patient as all answers suggested
– yellowFedora
5 hours ago
add a comment |
Hopefully, you'll find another job you like better, nonetheless it may take a while before you do so, and you might be unlucky to discover that every job available out there has a much lower pay-range than you do. Case in point: Always think what you can or should do if you were stuck at your current job.
The first thing you can and should do is talking directly to him.
Make his and your responsibilities clear between both of you. In the worst case do make clear to him you are worried that you might lose your job for having your reputation smeared.
If he's an arrogant person you cannot talk to in any way, seek RH.
Tell them the situation, explain this is a problem for everyone and not just for you. Ask RH to do some leadership training or whatever. Also ask them to make some campaign so that RH will motivate other people to bring similar complaints. Just keep in mind that RH wants to solve the company's problem not your problem.
If you do talk to his boss...
Try to have a good proposal. Maybe suggested a few things you could explicitly have on your shoulders, such that the guy you are complaining about may no longer be a problem for you. If you negotiate well, you could be on a faster track to a promotion. Know that this is risky, and talk with a lot of caution. Avoid doing this if you are not willing to leave the company.
answered 4 hours ago
MefiticoMefitico
9331415
The guy is not in that position by mistreating others. He is experienced and capable of getting things done and has offered great value in the company in the past. So, there is not a chance of me being compared to him. The thing is that it looks like that his behavior comes out of not caring at all for the others, instead of trying consciously to steal other's work
– yellowFedora
4 hours ago
2
From what you say, he might be a great developer, while "management is not suited for his profile" (tailor the boilerplate phrase at will). In which case is perfectly fair you might want to disassociate yourself from him, but not from the company. I do not suggest you ask or expect him to be fired, just to have him hear the proper feedback and possibly to have you detached from him. All this may be hard to grant, but if the message is sent correctly, it' fair to request.
– Mefitico
3 hours ago
add a comment |
As other people mentioned, the first step should be speaking with the lead in question and trying to work things out from there. Things might improve. If they don't and you still wish to quit, then Speaking from (the) experience (of this one person):
Doing so will probably make you look bad. If you weren't a stand-out employee, then it will mostly be an issue of "he said-she said" and you'll lose to your senior. I lost, even with documented events and other evidence.
But it will put the senior on the radar too. And at some point after you're gone, that senior will have to improve, or it will be the end for them too. At that point, you'll be gone, so you won't know the outcome and you certainly won't hear someone say "Oh! OP was right!" It will mostly just be an empty moral stand at the cost of your reputation.
If that's the desired outcome, then go for it.
answered 1 hour ago
guestguest
111
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5 Answers
5
active
oldest
votes
5 Answers
5
active
oldest
votes
active
oldest
votes
active
oldest
votes
I have already decided I'm leaving the company since I really don't
find any reason to try to make him learn how to value others. He is a
senior and if he cannot understand this simple thing by now, I don't
think he will change now.
My question is, should I raise an issue to his boss while I am still
in the company?
No. Take the high road here.
Find your next job, get and accept an offer, give your notice and work the notice period, then put this job behind you.
Trying to raise this issue with his boss will just make you look petty, and won't do anything positive for you. It certainly won't endear you to your boss or anyone else in the company.
It's understandable that you are angry. But knowing that you will be gone soon should make it tolerable.
answered 6 hours ago
Joe StrazzereJoe Strazzere
255k1317401053
2
Thank you for your answer. Taking the high road and just be patient seems quite reasonable.
– yellowFedora
5 hours ago
Of course you should have done your best to stab him in the back a lot earlier. It's just that now, it's too late.
– gnasher729
4 hours ago
add a comment |
I have already decided I'm leaving the company since I really don't
find any reason to try to make him learn how to value others. He is a
senior and if he cannot understand this simple thing by now, I don't
think he will change now.
My question is, should I raise an issue to his boss while I am still
in the company?
No. Take the high road here.
Find your next job, get and accept an offer, give your notice and work the notice period, then put this job behind you.
Trying to raise this issue with his boss will just make you look petty, and won't do anything positive for you. It certainly won't endear you to your boss or anyone else in the company.
It's understandable that you are angry. But knowing that you will be gone soon should make it tolerable.
answered 6 hours ago
Joe StrazzereJoe Strazzere
255k1317401053
2
Thank you for your answer. Taking the high road and just be patient seems quite reasonable.
– yellowFedora
5 hours ago
Of course you should have done your best to stab him in the back a lot earlier. It's just that now, it's too late.
– gnasher729
4 hours ago
add a comment |
I have already decided I'm leaving the company since I really don't
find any reason to try to make him learn how to value others. He is a
senior and if he cannot understand this simple thing by now, I don't
think he will change now.
My question is, should I raise an issue to his boss while I am still
in the company?
No. Take the high road here.
Find your next job, get and accept an offer, give your notice and work the notice period, then put this job behind you.
Trying to raise this issue with his boss will just make you look petty, and won't do anything positive for you. It certainly won't endear you to your boss or anyone else in the company.
It's understandable that you are angry. But knowing that you will be gone soon should make it tolerable.
answered 6 hours ago
Joe StrazzereJoe Strazzere
255k1317401053
I have already decided I'm leaving the company since I really don't
find any reason to try to make him learn how to value others. He is a
senior and if he cannot understand this simple thing by now, I don't
think he will change now.
My question is, should I raise an issue to his boss while I am still
in the company?
No. Take the high road here.
Find your next job, get and accept an offer, give your notice and work the notice period, then put this job behind you.
Trying to raise this issue with his boss will just make you look petty, and won't do anything positive for you. It certainly won't endear you to your boss or anyone else in the company.
It's understandable that you are angry. But knowing that you will be gone soon should make it tolerable.
answered 6 hours ago
Joe StrazzereJoe Strazzere
255k1317401053
answered 6 hours ago
Joe StrazzereJoe Strazzere
255k1317401053
answered 6 hours ago
Joe StrazzereJoe Strazzere
255k1317401053
answered 6 hours ago
Joe StrazzereJoe Strazzere
255k1317401053
255k1317401053
2
Thank you for your answer. Taking the high road and just be patient seems quite reasonable.
– yellowFedora
5 hours ago
Of course you should have done your best to stab him in the back a lot earlier. It's just that now, it's too late.
– gnasher729
4 hours ago
add a comment |
2
Thank you for your answer. Taking the high road and just be patient seems quite reasonable.
– yellowFedora
5 hours ago
Of course you should have done your best to stab him in the back a lot earlier. It's just that now, it's too late.
– gnasher729
4 hours ago
2
2
Thank you for your answer. Taking the high road and just be patient seems quite reasonable.
– yellowFedora
5 hours ago
Thank you for your answer. Taking the high road and just be patient seems quite reasonable.
– yellowFedora
5 hours ago
Of course you should have done your best to stab him in the back a lot earlier. It's just that now, it's too late.
– gnasher729
4 hours ago
Of course you should have done your best to stab him in the back a lot earlier. It's just that now, it's too late.
– gnasher729
4 hours ago
add a comment |
Aside from correcting him in front of others to claim credit for it, there really is not a lot that you can do.
You said you're leaving the company? In time it will become evident to others when "his" productivity goes down. Personally, I would not go out of my way to make waves, but quietly move on.
answered 6 hours ago
KeithKeith
3,6773721
Thank you for your answer. I'll go with this approach, as all other answers suggested too
– yellowFedora
5 hours ago
add a comment |
Aside from correcting him in front of others to claim credit for it, there really is not a lot that you can do.
You said you're leaving the company? In time it will become evident to others when "his" productivity goes down. Personally, I would not go out of my way to make waves, but quietly move on.
answered 6 hours ago
KeithKeith
3,6773721
Thank you for your answer. I'll go with this approach, as all other answers suggested too
– yellowFedora
5 hours ago
add a comment |
Aside from correcting him in front of others to claim credit for it, there really is not a lot that you can do.
You said you're leaving the company? In time it will become evident to others when "his" productivity goes down. Personally, I would not go out of my way to make waves, but quietly move on.
answered 6 hours ago
KeithKeith
3,6773721
Aside from correcting him in front of others to claim credit for it, there really is not a lot that you can do.
You said you're leaving the company? In time it will become evident to others when "his" productivity goes down. Personally, I would not go out of my way to make waves, but quietly move on.
answered 6 hours ago
KeithKeith
3,6773721
answered 6 hours ago
KeithKeith
3,6773721
answered 6 hours ago
KeithKeith
3,6773721
answered 6 hours ago
KeithKeith
3,6773721
3,6773721
Thank you for your answer. I'll go with this approach, as all other answers suggested too
– yellowFedora
5 hours ago
add a comment |
Thank you for your answer. I'll go with this approach, as all other answers suggested too
– yellowFedora
5 hours ago
Thank you for your answer. I'll go with this approach, as all other answers suggested too
– yellowFedora
5 hours ago
Thank you for your answer. I'll go with this approach, as all other answers suggested too
– yellowFedora
5 hours ago
add a comment |
My question is, should I raise an issue to his boss while I am still
in the company?
No- that's not your job and could actually backfire on you/make you look bad depending on how the boss interprets the information prior to you leaving.
I would quietly leave and move on to better opportunities. There are always coworkers who we do not like to work with, since you are already taking action by leaving the company, there is nothing else left to do.
answered 6 hours ago
chevybowchevybow
3935
Thank you for your answer. Indeed there is always the possibility that it will backfire on me. Seems much wiser just to be patient as all answers suggested
– yellowFedora
5 hours ago
add a comment |
My question is, should I raise an issue to his boss while I am still
in the company?
No- that's not your job and could actually backfire on you/make you look bad depending on how the boss interprets the information prior to you leaving.
I would quietly leave and move on to better opportunities. There are always coworkers who we do not like to work with, since you are already taking action by leaving the company, there is nothing else left to do.
answered 6 hours ago
chevybowchevybow
3935
Thank you for your answer. Indeed there is always the possibility that it will backfire on me. Seems much wiser just to be patient as all answers suggested
– yellowFedora
5 hours ago
add a comment |
My question is, should I raise an issue to his boss while I am still
in the company?
No- that's not your job and could actually backfire on you/make you look bad depending on how the boss interprets the information prior to you leaving.
I would quietly leave and move on to better opportunities. There are always coworkers who we do not like to work with, since you are already taking action by leaving the company, there is nothing else left to do.
answered 6 hours ago
chevybowchevybow
3935
My question is, should I raise an issue to his boss while I am still
in the company?
No- that's not your job and could actually backfire on you/make you look bad depending on how the boss interprets the information prior to you leaving.
I would quietly leave and move on to better opportunities. There are always coworkers who we do not like to work with, since you are already taking action by leaving the company, there is nothing else left to do.
answered 6 hours ago
chevybowchevybow
3935
answered 6 hours ago
chevybowchevybow
3935
answered 6 hours ago
chevybowchevybow
3935
answered 6 hours ago
chevybowchevybow
3935
3935
Thank you for your answer. Indeed there is always the possibility that it will backfire on me. Seems much wiser just to be patient as all answers suggested
– yellowFedora
5 hours ago
add a comment |
Thank you for your answer. Indeed there is always the possibility that it will backfire on me. Seems much wiser just to be patient as all answers suggested
– yellowFedora
5 hours ago
Thank you for your answer. Indeed there is always the possibility that it will backfire on me. Seems much wiser just to be patient as all answers suggested
– yellowFedora
5 hours ago
Thank you for your answer. Indeed there is always the possibility that it will backfire on me. Seems much wiser just to be patient as all answers suggested
– yellowFedora
5 hours ago
add a comment |
Hopefully, you'll find another job you like better, nonetheless it may take a while before you do so, and you might be unlucky to discover that every job available out there has a much lower pay-range than you do. Case in point: Always think what you can or should do if you were stuck at your current job.
The first thing you can and should do is talking directly to him.
Make his and your responsibilities clear between both of you. In the worst case do make clear to him you are worried that you might lose your job for having your reputation smeared.
If he's an arrogant person you cannot talk to in any way, seek RH.
Tell them the situation, explain this is a problem for everyone and not just for you. Ask RH to do some leadership training or whatever. Also ask them to make some campaign so that RH will motivate other people to bring similar complaints. Just keep in mind that RH wants to solve the company's problem not your problem.
If you do talk to his boss...
Try to have a good proposal. Maybe suggested a few things you could explicitly have on your shoulders, such that the guy you are complaining about may no longer be a problem for you. If you negotiate well, you could be on a faster track to a promotion. Know that this is risky, and talk with a lot of caution. Avoid doing this if you are not willing to leave the company.
answered 4 hours ago
MefiticoMefitico
9331415
The guy is not in that position by mistreating others. He is experienced and capable of getting things done and has offered great value in the company in the past. So, there is not a chance of me being compared to him. The thing is that it looks like that his behavior comes out of not caring at all for the others, instead of trying consciously to steal other's work
– yellowFedora
4 hours ago
2
From what you say, he might be a great developer, while "management is not suited for his profile" (tailor the boilerplate phrase at will). In which case is perfectly fair you might want to disassociate yourself from him, but not from the company. I do not suggest you ask or expect him to be fired, just to have him hear the proper feedback and possibly to have you detached from him. All this may be hard to grant, but if the message is sent correctly, it' fair to request.
– Mefitico
3 hours ago
add a comment |
Hopefully, you'll find another job you like better, nonetheless it may take a while before you do so, and you might be unlucky to discover that every job available out there has a much lower pay-range than you do. Case in point: Always think what you can or should do if you were stuck at your current job.
The first thing you can and should do is talking directly to him.
Make his and your responsibilities clear between both of you. In the worst case do make clear to him you are worried that you might lose your job for having your reputation smeared.
If he's an arrogant person you cannot talk to in any way, seek RH.
Tell them the situation, explain this is a problem for everyone and not just for you. Ask RH to do some leadership training or whatever. Also ask them to make some campaign so that RH will motivate other people to bring similar complaints. Just keep in mind that RH wants to solve the company's problem not your problem.
If you do talk to his boss...
Try to have a good proposal. Maybe suggested a few things you could explicitly have on your shoulders, such that the guy you are complaining about may no longer be a problem for you. If you negotiate well, you could be on a faster track to a promotion. Know that this is risky, and talk with a lot of caution. Avoid doing this if you are not willing to leave the company.
answered 4 hours ago
MefiticoMefitico
9331415
The guy is not in that position by mistreating others. He is experienced and capable of getting things done and has offered great value in the company in the past. So, there is not a chance of me being compared to him. The thing is that it looks like that his behavior comes out of not caring at all for the others, instead of trying consciously to steal other's work
– yellowFedora
4 hours ago
2
From what you say, he might be a great developer, while "management is not suited for his profile" (tailor the boilerplate phrase at will). In which case is perfectly fair you might want to disassociate yourself from him, but not from the company. I do not suggest you ask or expect him to be fired, just to have him hear the proper feedback and possibly to have you detached from him. All this may be hard to grant, but if the message is sent correctly, it' fair to request.
– Mefitico
3 hours ago
add a comment |
Hopefully, you'll find another job you like better, nonetheless it may take a while before you do so, and you might be unlucky to discover that every job available out there has a much lower pay-range than you do. Case in point: Always think what you can or should do if you were stuck at your current job.
The first thing you can and should do is talking directly to him.
Make his and your responsibilities clear between both of you. In the worst case do make clear to him you are worried that you might lose your job for having your reputation smeared.
If he's an arrogant person you cannot talk to in any way, seek RH.
Tell them the situation, explain this is a problem for everyone and not just for you. Ask RH to do some leadership training or whatever. Also ask them to make some campaign so that RH will motivate other people to bring similar complaints. Just keep in mind that RH wants to solve the company's problem not your problem.
If you do talk to his boss...
Try to have a good proposal. Maybe suggested a few things you could explicitly have on your shoulders, such that the guy you are complaining about may no longer be a problem for you. If you negotiate well, you could be on a faster track to a promotion. Know that this is risky, and talk with a lot of caution. Avoid doing this if you are not willing to leave the company.
answered 4 hours ago
MefiticoMefitico
9331415
Hopefully, you'll find another job you like better, nonetheless it may take a while before you do so, and you might be unlucky to discover that every job available out there has a much lower pay-range than you do. Case in point: Always think what you can or should do if you were stuck at your current job.
The first thing you can and should do is talking directly to him.
Make his and your responsibilities clear between both of you. In the worst case do make clear to him you are worried that you might lose your job for having your reputation smeared.
If he's an arrogant person you cannot talk to in any way, seek RH.
Tell them the situation, explain this is a problem for everyone and not just for you. Ask RH to do some leadership training or whatever. Also ask them to make some campaign so that RH will motivate other people to bring similar complaints. Just keep in mind that RH wants to solve the company's problem not your problem.
If you do talk to his boss...
Try to have a good proposal. Maybe suggested a few things you could explicitly have on your shoulders, such that the guy you are complaining about may no longer be a problem for you. If you negotiate well, you could be on a faster track to a promotion. Know that this is risky, and talk with a lot of caution. Avoid doing this if you are not willing to leave the company.
answered 4 hours ago
MefiticoMefitico
9331415
answered 4 hours ago
MefiticoMefitico
9331415
answered 4 hours ago
MefiticoMefitico
9331415
answered 4 hours ago
MefiticoMefitico
9331415
9331415
The guy is not in that position by mistreating others. He is experienced and capable of getting things done and has offered great value in the company in the past. So, there is not a chance of me being compared to him. The thing is that it looks like that his behavior comes out of not caring at all for the others, instead of trying consciously to steal other's work
– yellowFedora
4 hours ago
2
From what you say, he might be a great developer, while "management is not suited for his profile" (tailor the boilerplate phrase at will). In which case is perfectly fair you might want to disassociate yourself from him, but not from the company. I do not suggest you ask or expect him to be fired, just to have him hear the proper feedback and possibly to have you detached from him. All this may be hard to grant, but if the message is sent correctly, it' fair to request.
– Mefitico
3 hours ago
add a comment |
The guy is not in that position by mistreating others. He is experienced and capable of getting things done and has offered great value in the company in the past. So, there is not a chance of me being compared to him. The thing is that it looks like that his behavior comes out of not caring at all for the others, instead of trying consciously to steal other's work
– yellowFedora
4 hours ago
2
From what you say, he might be a great developer, while "management is not suited for his profile" (tailor the boilerplate phrase at will). In which case is perfectly fair you might want to disassociate yourself from him, but not from the company. I do not suggest you ask or expect him to be fired, just to have him hear the proper feedback and possibly to have you detached from him. All this may be hard to grant, but if the message is sent correctly, it' fair to request.
– Mefitico
3 hours ago
The guy is not in that position by mistreating others. He is experienced and capable of getting things done and has offered great value in the company in the past. So, there is not a chance of me being compared to him. The thing is that it looks like that his behavior comes out of not caring at all for the others, instead of trying consciously to steal other's work
– yellowFedora
4 hours ago
The guy is not in that position by mistreating others. He is experienced and capable of getting things done and has offered great value in the company in the past. So, there is not a chance of me being compared to him. The thing is that it looks like that his behavior comes out of not caring at all for the others, instead of trying consciously to steal other's work
– yellowFedora
4 hours ago
2
2
From what you say, he might be a great developer, while "management is not suited for his profile" (tailor the boilerplate phrase at will). In which case is perfectly fair you might want to disassociate yourself from him, but not from the company. I do not suggest you ask or expect him to be fired, just to have him hear the proper feedback and possibly to have you detached from him. All this may be hard to grant, but if the message is sent correctly, it' fair to request.
– Mefitico
3 hours ago
From what you say, he might be a great developer, while "management is not suited for his profile" (tailor the boilerplate phrase at will). In which case is perfectly fair you might want to disassociate yourself from him, but not from the company. I do not suggest you ask or expect him to be fired, just to have him hear the proper feedback and possibly to have you detached from him. All this may be hard to grant, but if the message is sent correctly, it' fair to request.
– Mefitico
3 hours ago
add a comment |
As other people mentioned, the first step should be speaking with the lead in question and trying to work things out from there. Things might improve. If they don't and you still wish to quit, then Speaking from (the) experience (of this one person):
Doing so will probably make you look bad. If you weren't a stand-out employee, then it will mostly be an issue of "he said-she said" and you'll lose to your senior. I lost, even with documented events and other evidence.
But it will put the senior on the radar too. And at some point after you're gone, that senior will have to improve, or it will be the end for them too. At that point, you'll be gone, so you won't know the outcome and you certainly won't hear someone say "Oh! OP was right!" It will mostly just be an empty moral stand at the cost of your reputation.
If that's the desired outcome, then go for it.
answered 1 hour ago
guestguest
111
New contributor
guest is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
add a comment |
As other people mentioned, the first step should be speaking with the lead in question and trying to work things out from there. Things might improve. If they don't and you still wish to quit, then Speaking from (the) experience (of this one person):
Doing so will probably make you look bad. If you weren't a stand-out employee, then it will mostly be an issue of "he said-she said" and you'll lose to your senior. I lost, even with documented events and other evidence.
But it will put the senior on the radar too. And at some point after you're gone, that senior will have to improve, or it will be the end for them too. At that point, you'll be gone, so you won't know the outcome and you certainly won't hear someone say "Oh! OP was right!" It will mostly just be an empty moral stand at the cost of your reputation.
If that's the desired outcome, then go for it.
answered 1 hour ago
guestguest
111
New contributor
guest is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
add a comment |
As other people mentioned, the first step should be speaking with the lead in question and trying to work things out from there. Things might improve. If they don't and you still wish to quit, then Speaking from (the) experience (of this one person):
Doing so will probably make you look bad. If you weren't a stand-out employee, then it will mostly be an issue of "he said-she said" and you'll lose to your senior. I lost, even with documented events and other evidence.
But it will put the senior on the radar too. And at some point after you're gone, that senior will have to improve, or it will be the end for them too. At that point, you'll be gone, so you won't know the outcome and you certainly won't hear someone say "Oh! OP was right!" It will mostly just be an empty moral stand at the cost of your reputation.
If that's the desired outcome, then go for it.
answered 1 hour ago
guestguest
111
New contributor
guest is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
As other people mentioned, the first step should be speaking with the lead in question and trying to work things out from there. Things might improve. If they don't and you still wish to quit, then Speaking from (the) experience (of this one person):
Doing so will probably make you look bad. If you weren't a stand-out employee, then it will mostly be an issue of "he said-she said" and you'll lose to your senior. I lost, even with documented events and other evidence.
But it will put the senior on the radar too. And at some point after you're gone, that senior will have to improve, or it will be the end for them too. At that point, you'll be gone, so you won't know the outcome and you certainly won't hear someone say "Oh! OP was right!" It will mostly just be an empty moral stand at the cost of your reputation.
If that's the desired outcome, then go for it.
answered 1 hour ago
guestguest
111
New contributor
guest is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
answered 1 hour ago
guestguest
111
New contributor
guest is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
answered 1 hour ago
guestguest
111
answered 1 hour ago
guestguest
111
111
New contributor
guest is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
New contributor
guest is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
guest is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
add a comment |
add a comment |
yellowFedora is a new contributor. Be nice, and check out our Code of Conduct.
yellowFedora is a new contributor. Be nice, and check out our Code of Conduct.
yellowFedora is a new contributor. Be nice, and check out our Code of Conduct.
yellowFedora is a new contributor. Be nice, and check out our Code of Conduct.
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Possible duplicate of How much should I say in an exit interview?
– mcknz
4 hours ago
the answer to the possible dupe looks slightly familiar....
– mcknz
4 hours ago
The answer is helpful indeed, and it is written by a guy who also answered in this question. But I wouldn't say its the same question :/
– yellowFedora
3 hours ago
not exact dupe but essentially the question is asking how much to say before leaving, which is almost the same as an exit interview. Could go either way.
– mcknz
3 hours ago