Luke Madsen Maher’s Post

Consider the following: You’re interviewing two people for a director role on your team. One candidate is a high-performing, high-potential senior manager with 8 years of experience who would be moving into a director role for the first time. But they seem ready. The other candidate has 15 years of experience and has already been a director for 5 years. Both seem great but the senior manager is ultimately deemed to be the better fit for the position and your company. So, if the job and your expectations of the person in it remain the same regardless of whom you hire, should you pay the senior manager the same amount you would have had to pay the lateral-moving director? Or do you pay them less to reflect the years of experience they’re actually bringing to the table? Are you paying for experience or performance? What are your thoughts? Let’s have a conversation in the comments below.

You’ve got a new manager; buckle up, you might be in for quite a ride. You might not be around very long in your position or employment with the company. Often it does not matter how long you worked there or how much value you’ve brought. You have not done anything for the new manager and frankly they likely look at you as a threat. Someone who makes them look bad and that others look up to. The new manager often feels threatened by you and how you are viewed and the value you bring. Especially if you've previously been peers or you were considered for the role. One common theme with all my clients when there are issues with work is that there has been a change in leadership. Either at the top or their direct manager. A new manager who makes it clear they don’t want them. Of course, rarely ever directly, but having to read between the lines and interpret. Regardless of how well they’ve done in the past. In fact, often because of how well they’ve done in the past. ❌ treating them differently than others ❌ micromanaging them ❌ constantly questioning them ❌ not providing access and support ❌ lacking patience and understanding Almost every client I have the issue starts with a new manager taking over within the last 3 months. You take a new job with a new employer and.. ✅ everything is going well ✅ your manager loves you ✅ you love working for them ✅ your exceeding all of your goals ✅ you've been acknowledged and rewarded Your manager leaves or is promoted and you get a new manager. Things change. It may not be instant but usually within a few months. The new manager.. ❌ makes it clear they don’t want you on their team ❌ does not view you as one of their people ❌ did not hire you ❌ does not view you a loyal to them It is truly sad how often this happens and senior leadership allows it to at the expense of the company losing strong talent and the employee who is being punished for delivering on what they’ve been asked. If you've got a new manager, keep your antenna up and finely tuned. Don't be blindsided, be aware. There are plenty of good managers and perhaps even more lousy and insecure ones. Figure out which one you work for and plan accordingly.

Facing the Challenge: What to Do When Your New Manager Wants You Out Well, Dan’s post below packs a hard punch! 🥊 As a workplace anti bullying coach, I frequently encounter reports of abusive and toxic behaviour from new managers towards their high-performing team members. These experienced employees often come to me 6-12 months after a new manager or leadership team is put in place. Before thinking that the new manager is ‘weeding out’ the hangers on/complacent/less able, I note that my coachees performance records are exemplary, often award winners and garner the upmost respect from colleagues over a well established career. These high performers are often baffled, shaken, and their confidence has been intentionlly eroded by their new boss. It dumb founds me as to why these more experienced and capable employees are vilified in these ways and pushed out instead of embraced and nurtured?! Often the new manager is being enabled in their behaviour and intent. Dan Goodman gives his no nonsense perspective below and this fully tally’s with my clients experiences (thanks for your post Dan). So what can you do if your new manager is making your workplace difficult? (despite your attempts to resolve it) Remember 2 things: 🔸 **Be Mindful**: Pay attention to behaviours that undermine you or create a toxic atmosphere. These may be 🔺Excessive criticism 🔺Exclusion from key conversations or projects 🔺Disinterest in what you have to say 🔺Favouritism towards others 🔺Accusations you are struggling in your role 🔺Lack of recognition when you’ve clearly done well 🔺Gaslighting, especially in 1-1 situations (there are many more I could mention…) 🔸 **Look for Patterns**: Document any instances of concerning behaviours. Keeping a record (time, date, who, what, when & screenshots if able) is essential for addressing issues constructively and ensuring accountability when/if you decide to report it. It also helps validate your feelings when you think you are losing a grip on reality! If you are suffering from a destructive workplace environment due to a new manager, call me for a chat. Together, we can Navigate, Overcome, & Thrive’ You are not alone, you are not imagining it. Take action and plan! 👍💪☎️📆 #WorkplaceCulture #Leadership #Coaching #RespectInTheWorkplace #antibullying #workplacebullying #harassment #culture #career #mentalhealth #wellbeing

I've always been told that I should pursue a managerial position because of my years of experience in customer service. The funny thing is, as much as I've managed previous teams without the title of team lead, supervisor, or manager, I've never considered that. I've gotten in my way and doubted myself even though I have all the skills to be a great manager. – Crisis management – Delegation – Effective Communication – Empathy – Positive reinforcement It's funny. When you think of all the things and issues you've encountered at previous jobs and how you handled them realize the skills you've learned are great for other positions that will help you further your career. #managerroles #customerservice #experience