How to deal with a crooked manager in office?
552174
would have to know crooked in what way--also your association with situation-(direct or indirect)-and position in workplace and risk factors for jobsecurity and if that;s important. also if criminal or reprehensible or moral --and who is or are the victims--internal-external--and the lke--\nI am in the process of changing a situation of underhaneded dealings and the like--with many factors and scenarios involved-did alot of analyzing of strengths and weakensses for many--and a view of outcome--who benefits -who loses-and is that fair--\n\nmy trick was patience--and then pulling a trump card--playing a want against wants--it worked -i think--stil ongoing-crooks are sly-- i think i caught their weakness--and didn;t leave myself open for internal retribution and a reshuffle of blame--\n\nbut the one thing i eventually had --after a while --was lack of fear for my loss finances or other--\n\nit also depends how powerful thay are outside the department-and their mental state when dealing with losing or pssibly high loss.\nthis i am still insure of--\n\nand i am in somewhat of a everyoone is a crook --country\nbut eventually i said\n"damn the torpedoes"\nand i called to see the cards\nand i am not bluffing\nI have an ace\nmake sure you have an ace!\nor at least another draw.\n\ngive more info\ni'll tell you some thoughts \nif wished\ncheers\nand luck\ndon't back down on your principles or belief in integrity\nto me these are sacred.\nbut each has their level\ndon't destroy yourself -simply over a point you think has some value or is a wrong for bing wrong  -but is not a valid principle overt damamge and wrong doing--is should be something you feel that you must and you would fight for at all cost.\ngoings on --always go on--\ncheers\nsorry if that was not agreat help-\nbut its some thoughts\nluck
779205
I used to work for a person like this.  You can prepare all the e-mails and action lists you want, but it's very difficult to get the person to read them and make decisions.\n\nMy recommendation is to try and schedule time with this person, AWAY from his desk (so you'll get his full attention) and let him know that the office help position needs to be replaced.  Try to give concrete examples of the times that projects have fallen through the cracks due to lack of support and project management.  We all know it's HIS lack of project management, but you might use the passive voice here to avoid offending him.\n\nNext you need to make up an action plan with him, on how he wishes to handle situations like that in the future. This way, you will not be blamed for mishandling things if you're following what you both agreed to.  Try to write up a summary of what you decide at this meeting (bulleted, keep it brief!) so you can refer to it later if necessary, and give him a copy.  Unfortunately, it is very unlikely this person will become organized in your lifetime, and if you can help bring a little structure and order to his office, he may appreciate you more than you know.  Just talk to him to find out how you can be a better employee.  This will guarantee your job, since you're showing a good "problem-solver" attitude instead of complaining.  Good luck with this, I know it's difficult to work in this environment!
400802
Strangely enough, he had to pass the same tests and have some of the same qualifications as to to get hired in the first place.  You don't say what the actual problem is, but being odd in one person's opinion is not grounds for dismissal.  If he is relatively new to the group, could it be that his odd behavior is merely trying to fit in with the click?  I certainly hope he isn't on here somewhere asking the same question regarding you.  Is there a chance the two of you might actually get past this?  I've someone in our office that drives us all insane with all the self-centered drama and constant details she feels compelled to shared, but even in the height of her craziness and each of us plotting her demise, every now and then she shows redeeming qualities too.  I can tell you this...you do need to come to some kind of resolution to your problem.  After a year of this, we are all eating Tums and Tylenol like candy.
934010
i think i would consult the manager (as a manger of a store) when there is conflict between employees it really hurts the business, it may not be noticeable now but it will hurt the business.  this is what i would do, go to the manager, tell him/her what this person is doing tranlate what she wrote, and tell him i am her to work and not be playing games with people, and that i am afraid of her actions toward me and the may result in customer loss (if what shes doing this stuff in front of the customers........good luck and hope it all works out for you
633594
call one of your workers into the room preferably a small guy,then to blow off some steam proceed to batter his head of the wall over and over until you are satisfied.if this doesn't work buy a punching bag and imagine your with one of you most hateed colleagues it always works for me
725928
ignore her and let her be, eventually management will be fed up with her and can her @$$, in the mean time you have to put up with it. they cannot just fire someone without proper documentation or else they can be sued.
781005
I dealt with the same situation a few years ago.\n\nWhen you deal with your co-workers, keep your relationships friendly but professional. When you leave your cubical/office for a stretch of time, lock your files and set your computer on password only. Do not contribute to the gossip mill, but keep your ears open at all times. Document EVERYTHING! This is where e-mail comes in handy. I had a verbal conversation with someone about a project in which this person agreed to help complete. I followed up with an e-mail describing our conversation and asking if they agreed to take over the part of the project that we discussed. They agreed. Three months later, this co-worker dropped the ball and conveniently pointed the finger at me. Guess who had the e-mails to cover her @ss? This co-worker was looking for a way to make me look bad. I covered myself because I knew that it would come back to bite me.\n\nSo, do these things and you should be fine. However, if you constantly have to look over your shoulder you might want to find a better environment to spend your 9 to 5.
581049
This is tricky. I would talk to the manager above your manager. Tell them as genuinely as possible that you really enjoy the company and the opportunity they have given you. Explain that you are concerned about an employee that is not pulling their weight and you dont want to see team morale drop because of this... and then you mention that OTHERS have told you there may be a relationship. \nOnce you bring this issue forward (you may want to bring a witness) they cant let you go due to performance w/o the chance of you sueing them for wrongful dismissal. I would also let them know that you enjoy working with this person (even if you dont) but only when they are working as they should. This way it doesnt sound like a personal problem. \nGood luck
200791
You need to rewrite this and give some details if you want actual answers.  Right now this is not clear at all.\n\nWhat happened to you?  \n\nGoing to a manager though is usually a good start.  I don't know what happened to you, so I can't tell you what you should do.
525000
There is an old adage:  "Sunlight is the best disinfectant".\n\nIf you openly confront this woman, you are facing an all-out war.  She will despise you for having exposed her misdeeds.  If you anonymously send the General Manager proof of her actions, he may be inclined not to believe the accusations.\n\nYou could have a meeting with the General Manager, and ask for anonymity.  However, you must have all your facts completely established.  Getting people to write their opinion will not be accepted as fact.\n\nYou need absolute proof, and to show her INTENT to cheat and lie.  She can always claim these were innocent mistakes or things done without her knowledge.\n\nRemember, you will need verifiable dates, names, events, and most importantly, a CONSISTENT story from each person who was a witness to any of these events.\n\nYou do not want to come across as a whining malcontent.  If you show indisputable proof, the General Manager will have to act.
914673
That co-worker is trying to kiss butt to look so good... However, if the manager, or supervisor should notice this, the fact that he/she con't even offer any bit of assistance makes him/her look pretty bad on record...  If that supervisor does not keep note of such actions, then he/she is as biased as the coworker. \nBut your supervisor is in fact neutral, as he/she should be, you should go have a talk with him/her, or even file a complaint against the co-worker and state it as negligeant and unprofessional, Would rather show some bad attitude, than to upkeep a positive working atmosphere, and what more to make that this co-worker is going out of his/her way to hold things against you...  The fact that he/she is breathing down your collar in hopes of finding any flaw you'll do, you can get away with filing for harrassement and, in fact you can say that whatever mistakes held against you are the result of him/her attempting to intimidate you, and whatever threats that are being waved in your face by this individual.\n\nCheers!
549777
It depends on what it is about him that is causing the tensions and the size of your company.\nIf you are in a small business, and one have one boss above both of you, your only solution is to say your peace to your boss and part amicably.  \nIf you are in a medium/large company, they their should be proper chain of command procedures which allow you to air greivances, whether it be a secondary supervisor or human resources.  If the problems are related to work ethic, bring it to someone's attention, and point out areas of concern.  If the problem is you doing their work or they are hindering the teams ability to complete a project, don't do their work and notify your supervisor that you can not complete you project without their work being performed.\nLastly, if it about the other employee's personality or behavior, confort the employee and tell them "I don't like the manner in which you speak to me; this needs to be mediated immediately, let's go speak to (enter bosses name) right now", turn around and start marching to the bosses office.  The solution allows you to confront his behavior, and take them to task.  9 out of 10, the employee would rather discuss this with you privately then mediate with the boss present - --- Good Luck
214350
Get his ass fired he can't treat you like that. Unless he is your boss or the manager. Tell your boss or manager how he is and ask them to please talk to him, and that will probley work. If not  keep bringing it to there attention.Eather he will get fired or he will treat you alot better. I know trust me.
778675
If your company has a human resources department that will be you first line of defense, candidly speaking with the person concerned with interoffice relations and staff management about concerns you have regarding attitude and how that may be effecting performance in the work place wouldn't hurt.   The trick is to be very diplomatic and approach the subject as a concern for the well being of the company. \n\nAvoid making accusations and pointing fingers, initially.  See if the company is able or willing to resolve the problem within itself.   \n\nIf the harassment continues or escalates do some research into employee right agencies in your area.  Contact them with your concerns.
41713
Try communication with him/her, if that doesn't work then get another job.  This may help him/her or they may not care and go through workers like underwear.
729215
If he wants to be a good manager and gain respect in the workplace, it is. No good manager ignores the people he works with. It leads to all kinds of problems. Too numerous to list
907821
oh boy, very common story. If you cannot approach your supervisor, take it to upper management. There are also reference tools such as the internet to help you understand the topic a little better. If you have a very autocratic employer, all you can do is push on through & at your next evaluation, express your concerns with this issue & maybe come up with some solutions. Chances are there are more people you work with who have this problem, start a conversation around the water cooler, so to speak, see what you can come up with collectively to combat the situation.