How do you deal with a difficult manager that’s not good at their job?

Find a new job if you can. If you're lucky enough to be in a field where there are a lot of opportunities there is absolutely no reason to put up with a difficult manager. You'll end up hating your job. If leaving isn't so easy, keep them happy and work towards moving to another department or if their behavior is outright inappropriate or abusive document it, build your case, collect evidence, and report them to HR or go up the ladder if you need to. If your managers shortcomings are manageable and your manager is simply oblivious, untrained, or inexperienced try talking to them about your issues and try to work with them to make work better for the both of you. If none of these apply or these solutions would not help your particular situation, keep your boss happy, do you work well, and do some job hunting on the side. Consider a career change if possible. Don't bring work home with you. Focus on family, friends, hobbies, income, etc. Leave work in the office.

I document things that could be issues later and pretty much just do the best I can. Oh and look for a new job.

Just keep doing the best job I can. If they truly are bad at their job eventually their manager(s) will notice and things will change.

In my experience with just this problem, what I did/do is let it ride as long as I'm not getting any of the "blame" for his/her incompetence, and I'm not being "slave driven" to make up for their "laziness". If any of this happens, I WILL go above their head to their supervisor and or Human Resources.

Maybe the associate is the problem. Sometimes when you are standing back looking in, you can understand why the manager reacts the way they do to certain situations.

make sure you have other good connections within the company in case you decide you want to switch teams. Or work under a different manager.

I change the way I respond to this person in all aspects.

Help them focus on their strengths and pick up the slack in areas where they are not so good.

Yes people matters in organisation! If his/her work is matters to other people then yes! definitely tell them what is wrong and how that can be corrected.

Give them feedback, don't assume that they know how to do it. Give them the tools and the authority to do the job

These are separate issues in my opinion. Dealing with a manager who in your opinion is not good at their job may have been placed into a position they were not necessarily ready for or trained for and may still be learning about the company and/or about his/her role - My advice is to help them - offer your insights and suggestions and support their efforts. A ‘difficult’ manager may be following the direction of his/her superiors or may just be a difficult person. While no one should be treated unfairly, or unjustly (report those behaviors to HR) sometimes people with difficult personalities end up in management positions — that’s simply a reality. In those instances (and there will be plenty of them throughout your career) my advice is to understand what is expected of you and then perform to the best of your ability.

it depends if you are under them just do your job and keep your mouth shut if you are over them give them lots of extra training if and warn them give them 6 months probation then fire them or demote them into a new department

Depends on your Boss. If he always takes his managers word over yours your at a loss already. If he will let you sit down and he will listen and not be biased, even catch him off guard himself as proof. Then he can confront him and give him his choices. Work right or there is the door. Enough proof is the key word.

Offer suggestions. Managers hate to be told they stink at their job. Simply convey good ideas, especially if those suggestions have worked in the past, by convey them like you just thought of it and want to share the idea.

An ineffective manager with an attitude is poison to your whole business. The sooner replaced the better.

continue to correct him or her and provide proper guidance

I just act like they don’t work there and minimize my interactions with them.

File complaints with the central hq

Depends, if I am their supervisor, I start with verbal counseling and proceed. If that doesn't work I would reassign them to another department or terminate their employment.

Maneuver around them.

You avoid confrontations as much as possible. Don't tell other workers how bad they are at their job. Let nature take its course.

listen do not criticize then document everything.

Coach and teach. Some people may perform poorly because they are not fully aware of what they are supposed to do or how they are to do it. Once you've coached and taught and there still an issue, it may be time to "future endeavour" people that are not a good fit.

I try and help them and let them know it. Not that they don't know what they're doing, but spread both of our responsibilities around best I can. Leaving them be will only make your own job worse. Improve their situation and you'll improve your own.

Continue to document any issues that you come across. As frustrating as it is if you need to escalate to a senior manager, you have those examples to assist you.

If you're their subordinate, you suck it up and hope someone higher up the chain notices and does something about it. Otherwise, you have to find a new job. Difficult managers who are not good at their jobs are put there by other managers not good at their jobs. You can only fix that stuff by cleaning out the managerial staff and starting fresh, no nepotism policies would be very good for this.

Stay professional and seek a way out.

It depends on my relationship to this manager. If I am a subordinate then I make sure to ask very specific questions about what information I need, what my expectations are and I track my work. It means I end up doing more follow up and communication to cover my bases and stay on top of a superior that may not be as clear. This also becomes an opportunity to increase my leadership skills and strengthen my soft skill development. If I am in a senior position with this manager, I'll pull them aside and start with two positive comments about the work they are doing (if this is a stretch to do then I question why I have them in this role at all), I then go on to focus on ONE area of improvement but I frame it in a way that shows them the ripple effects of their efforts. In other words, by being a better communicator with the team means I have more certainty and security that my team has the info they need. If these conversations continue w/out improvement I revisit their employment.

Agree and then do what needs to be done

I try to stay clear of them every chance I get!!!

Build on their strengths by providing positive reinforcement.

Well i personally just keep staying on my path not letting it affect my performance, but as well use the open door policy and speak to someone above

Tell recruiters who call me that although I'm not looking, I can refer them to someone else who they should talk to....

Train them in ways which don't undermine authority to self or others - leading advice as questions as a basic example

In a very professional way. Take to a higher superior.

Do your job to the best of your ability and avoid the manager if at all possible. Follow policies and protocol and be able to back up any actions you take with them. Take notes if you are being mistreated so you have a record of problems.

It's very difficult to do, but sometimes you need to speak with them and ask questions. Sometimes they may not realize what they are doing or there is something in their personal lives that is reflecting in such a way it effects their abilities to work properly. Sometimes just asking them if everything's okay help very much. But, in situations where you cannot approach the manager then it becomes much harder to deal with this type of situation. Sometimes it does take going to someone higher up to make sure that the employees under this manager are not getting mistreated in any sort of way and to make sure the company runs efficiently/at it's best. Essentially, in some cases just asking what is wrong works, but in others you may have to reach out to a higher authority.

I usually try and find out why they're struggling and help them out by filling the gaps and pointing them in the right direction.

Do what you are hired to do and do it well the rest will take care if itself.

It's important to remember that (most times) a manager has been placed in their position because they have proven capability as a leader. Always try to find their positive work charateristics and play to those for your own benefit and growth. Just like their subordinates, managers face challenges. It is important to document any objective issues and report them when necessary. For example, if your manager continously cancels meetings and it is keeping you from meeting deliverables, this may be something that you report to a superior. Document those occurrences and provide that as evidence to support your grievance. Always keep it professional and keep emotion out of those conversations. If your manager is abusive or acts in a manner that is personally offensive, involve HR. Be sure to document and don't let the behavior spiral before reporting it.

Pray that he is removed or somehow is able to recognize his methods are not conducive to a positive work enviornment

Have a meeting and try understand their concerns. Ask how you can be part of solution. First step. Then you have to evaluate is your boss being unreasonable or just plain of incompetent. Unreasonable you have to work it out or move on. Incompetent you made need HR and upper management's help.

Find a new job.

try to outline everything that needs to be done and go up the chain of command

I try as much as possible to be sensible, cooperative and use my experience to logically correct without been abusive and insensitive and if such manager is unrepentant and difficult, I look elsewhere.

Following what in your employment contract and keeping clear records

I always look at any problem from several prospective. I look to help them find a solution instead of providing it. There are times when coaching needs to happen, positive and negative. Everyone gals into can’t do, don’t know and don’t care. I can remedy 2 of those, but you can’t fix don’t care. Once I’ve made every effort, I see if they have anything to offer elsewhere in the company, or they’ll have to just be elsewhere. There is always a bottom 20% but that should be living and breathing and never the same stagnant list.

Tell their direct manager the issues said manager has and ask for that manager to be coached.

Do your best, stay in the spotlight and maintain higher relationships

Lots of patience. I am dealing with one who is horrible at communication, sarcastic and very unorganized. There is really nothing I can do except be patient. Most of the time it is fine, but there is so much that my team could be doing if we just had a functional supervisor.

One of two ways. 1. Find a new job. 2. Focus on what I do well and continue to improve as an employee.

Get them fired or replaced

If they're managing me, but badly, I ask for an example of someone they think it's doing my job well, then go learn from that person.

Speak to HR about any difficulties with a manager. Let HR deal with the manager. Make sure you list dates, times and topics you feel point out the source of the issues. Documentation brought to HR is key in dealing with a difficult manager.

Be realistic: what you see is what you get. If you do not expect an impossible, you´ll never be dissappointed. Do not try to improve, mentor, or inspire him. He gets paid to do those thing to you, actually. Do not try to manippulate him. A bad boss not necessarily is a stupid one. Be aware for opportunities and leave when you can. Most of the people quit their bosses, not their companies.

By doing my job really well so their mistakes cannot be blamed on me, keeping my distance from them if I can, keeping all my dealings with them very professional.

Avoid them and get my work done regardless

Try to get them trained and being nice even when it's difficult

Either ride it out until your boss is gone, or leave.

Walk up to their boss and tell them directly what’s bothering me

Document. Try to get reassigned or new job.

I'll try to have an open conversation with the manager about my difficulties and see together what can be done.

Bring it to their attention with 'grace' some do not know their negative approach is affecting you

It is always best to find out what the manager does well, then help the manager get better at the other details with subtle reminders of other deadlines that he/she is forgetful of. If you stay the course with this, chances are the manager will catch on and begin doing the things he is forgetting OR senior management will catch on and rectify the situation one way or another. They may want to re-delegate certain tasks or duties, make yourself available for those details if at all possible. Then, you have a better chance of showing your skill set and how much they should notice that you may be a better candidate. Someone who is helpful, as opposed to complaining or complacent is more likely to be recognized and allowed to become a part of the solution and ultimately get a better position with the company. Always work with a cheerful attitude, regardless of how well the job is being done by others. That way, you are more likely to be promoted and/or get the details you are interested in.

Be supportive regardless of the manager’s work ability. Others will eventually figure that out, but others will also recognize the role you played, whether it was a team player or obstructive (even if the manager was difficult or incompetent; don’t lower your bar to their level).

Talk with them or their supervisor.

Depending on how your relationship with them is, and how receptive they are to it, give them honest but professional feedback. If they're unwilling to take that constructively, you may need to move into a different role or request a transfer to another manager. In my experience, unless the organization sees they are a problem and deals with it accordingly, your only option may be to find another role.

First by setting the example and teaching upstream, personally and honestly, and if that doesn't work, go upstream.

Learn / know my job and help them with theirs, if possible. Sometimes just knowing and being good at your own job is what is needed to help your boss be better at theirs.

Communication. Even if at times it can be awkward. You can't complain about bad management if the manager doesn't know it needs to be changed. Also, keep your tasks top of mind, and come into work each day with the goal to complete those tasks. Know that completing those tasks [to the best of your ability] means you're good at YOUR job, even if your manager is not good at theirs. He or she may oversee your job, but they don't do your job.

I just do my work and support my teammates

Keep quiet is the unwrittenrule, though corporate policy for s to speakup:; however, if you speakup you risk lower bonuses, performance reviews & worse schedules (also against corporate policy,but it happens!)!

Attemp to talk to them if talking does not work go to their supervisor

Start looking for a new team to join or find a new job.

Don't challenge them too much to make them feel defensive. Explain your rationale for ideas you have. Help them to feel included in decisions and they may get better at their job.

Help the manager do their job until he or she get it right. Or you could find someone that the manager gets along with and have that person help train him or her. You could also give them compliments to get on their good side.

I really don’t know as my boss is great and one of the best in her field of work

do my job, as long as I am doing my job per company directions how she/he does theirs should not effect me. if they were to task me to stray from policy I would challenge their direction through my chain of command

Keep impeccable records of instances where their inability to do the job made it difficult to do yours. If the situation continues too long, bring it to the attention to either their supervisor or to HR in confidence. Do not attack the manager, use your records to document the problems.

Document everything in writing.

Contact his manager, and try not to enable him while also doing the best I can in my position.

Either never say anything and accept everything they do and pretend to be supportive, or quit.

Try to talk to them directly. If that fails, talk to their manager, and if that fails, go to HR.

I continue to do an excellent job at the work that I know needs to be done. I set firm boundaries with the manager. As teaching moments come up, I use the opportunity to ask questions and try to have a conversation about how the manager could change things. In the end, if a difficult manager persists, I go into 'cover my butt' mode and wait it out. I've never had a bad manager outlast me in a role.

Train, document, give timely feedback on performance. If still not good then warn of termination and if still no improvement, Terminate. Again, this will be no surprise if u have done your job and discussed this with employee along the way

I would put together a list of instances where I felt they had been difficult and inept at their job before speaking to them, their manager or HR. It's not always possible to provide proof of someone being difficult especially if it's a personality clash issue however that doesn't mean that the experience isn't valid.

Depends whether I am his boss or he is my boss.

Give them erroneous reports which they would present to senior management and get them screwed

Grin and bear it

In my situation, I had no choice about going to the manager's supervisor to get the issue resolved.

Generally there is not much you can do about it. HR will protect its managers. If it's that bad you'll probably end up leaving.

At my current place of employment, I do not have difficult managers; but I have had them. If there is an issue of communication I document the problem and after trying to communicate with the immediate manager - if failed I go above them or to HR to help with the issue.

Be direct and tell them

If it's an issue that is affecting your work, then first you should set up a meeting between the two and discuss how yall can resolve it. If that still doesnt work then you will need to report the whole issue to her boss.

I provide them tools that allow them the opportunity to correct the issues. I will take the time to train the manager so that they are properly equipped through training and experience.

Deal with it because they're probably not going anywhere.

I went up the chain of command and told their boss which worked but if it hadn't I would've gone to the next highest person until it was resolved.

I do what I can, let them do their thing, and it really doesn’t bother me.

Offering suggetions of better ways

I change jobs

Just try and do my job and not deal with no more than I have too.

The best thing you can do is continue doing good work and speak with your manager if there is an issue. Thinking that the manager is difficult and is not good at their job is subjective, and others might not see it that way. At Sitetracker, we have quality people in every role, especially management. Focus on the client's needs, do a good job, and make sure that you're a positive contributor to the team. Also, if you really can't get along with your manager, speak with them. They might not even know that there's an issue between them and you.

Switch departments, tell them or tell their superior.

doing my job as good as i can, and continuosly improve my performance!

work at McDonalds instead it's less hassle

Do your job & theirs to the best of your ability & keep your mouth closed, just as you do for "difficult,"(racist, bigoted, sexist, etc...,) co-workers who cannot perform their basic job duties, much less allow them to do anything that requires basic common sense or thought. Must also try to limit their interaction with customers & other workers as much as possible.

Put in the time, the work and after exhibiting peak performance with your own job, then ask for a performance evaluation with the manager and their boss.

Give them the feedback and commitment that you support them improving their performance if they are open to your feedback and input/help

Suggest ideas in a polite non confrontational way.. make them feel as if it was they’re idea.. ask if there’s anything I can do to help the situation

Through HIS manager

Give suggestions and watch them implode. What goes around comes around, and eventually, they'll come to you with questions as to "what's going on with the rest of the staff"... YOU. And , then you have that discussion. That's how we handle it here.....

It's too frustrating to stay, I just got a new job instead

Writing a report to a higher authority using a positive critical thinking. Means that i point at the problem and give a practical solution that can develop the business and make the working environment more smooth.

Educate them or go somewhere else

try to find common interests

Keep your head down, keep good records and have a file of your own work and accomplishments.

I try and offer suggestions to help them but otherwise I just make sure I do my job well, it will only reflect positively on them.

Breathe deeply

Have courage to provide good feedback to share what's happening with a specific situation with the manager and how the manager's actions impact others.

Quit Immediately.

I ignore them and just do my job the right way

Focus on doing your job well.

First try to help them be better, if that doesn't work then talk to their boss. As a last resort, leave the company. Nothing worse than a ineffective manager.

Honest open appraisal. Clear expectations. Training. Realign resource with their best capability, even if that means helping them with outplacement.

You fire them, or resource some one with more knowledge.

Put your head down and do a good job at what you do. Your options are either 1. Wait for them to implode. 2. If you have a review/feedback process, provide honest, professional feedback. 3. Get your resume together. 4. If things don't get better, leave. 5. At your exit interview tell them exactly why you left.

i myself usually ignore them to a certain extent after all they are a manager. I do what i am suppose to then at the end of the day i leave it there and dont think about it

Either go around them or find another position where they are not going to hamper your progress. I have seen people who are very good at this without making the bad manager look bad. They will volunteer to help other teams in their spare time to help build credibility and get experience outside of their team. Skip level meetings are also a good way to get needed visibility when you have a bad manager. Open rebellion generally does not work well for anyone.

Trying expressing myself in a positive manner. Posing questions that may help them see better choices they could make. If it gets to bad then find a way to tell them how they are making things more difficult.

Be polite and do what they ask. Follow company policy. If you can take a issue to HR or his/her superior.

Promote them up the stack

Find a new job.

I would do my job to the best of my ability and try to pick up the slack for the manager where I can.

When repeated attempts at conversation and objective problem-solving fail, there are only two choices - report to HR & compliance OR suffer in silence & work around the person.