Q: In my performance review, my boss included some negative comments made by his own manager. I don't agree with his manager's opinion, and I said so in the "employee comments" section of the appraisal form. I stood up for what I believe to be true, but now I feel like I shouldn't have written anything. What do you think?
A: The "employee comments" section on most appraisal forms is designed to give people a chance to express their views. Using it is completely appropriate, as long as you express your opinion in a mature and balanced manner. If your written rebuttal was irrational or overly emotional, just ask to submit a corrected version.
A more serious concern, however, is that upper management is making negative comments about your work. Even if you don't agree with them, those perceptions will greatly influence your future. An old saying applies here: "The person who protects your job is not your boss; it's your boss's boss."
If your boss's manager is operating on misinformation, you need to provide accurate facts as soon as possible. But if you actually do need to improve in some areas, start being honest with yourself.
Management's poor opinion of you could affect your career for a long time. Consider asking your boss what can be done to repair your reputation with the higher-ups.
Q: After 10 years with this company, I was promoted to assistant manager six months ago. A month later, my boss was replaced with a new manager, "George," who wanted to bring in his own assistant. George's boss told him that the position was mine, but George brought in his own person anyway and began transferring all my responsibilities to her. I still have my title, but that's about all.
Now George withholds information from me, ridicules me in staff meetings and makes derogatory comments about me to others. Our human resources manager says that we need to work out our different management styles. I would like to transfer to another department. What should I do?
A: I usually advise people with new-boss problems to improve communication and clarify expectations, but this situation sounds rather hopeless. George has an adversarial agenda, perhaps because he was forced to keep you.
Going over your manager's head always carries some risk, but it may be your only hope. Two possible sources of help are George's boss, who supported you initially, and the HR manager, who needs to understand that this is more than a style difference.
Describe the facts in detail without trashing George. Then say you would like to be considered for a transfer.
If you get no help from upper management or HR, you must decide whether to hang in there for a while or start looking elsewhere.
- Marie G. McIntyre is an Atlanta-based workplace coach. Her weekly column is syndicated by Knight Ridder/Tribune News Service. Send questions at www.yourofficecoach.com.