How much do you tell your boss about problems with subordinates?

Question

Follow up to the "back up" question. My boss asks me about problems with my staff. How much should I tell him about their problems? My boss doesn't seem to have much confidence in my ability to deal with problems. If I don't mention things that I have dealt with, he hears about it through the grapevine or from HR. Then I still get in trouble with my boss who always is second guessing my decisions. So, for managers: do you keep quiet and just deal with things, or can you talk about staffing issues without it coming back to haunt you? Another problem I have is my boss going directly to my employees to deal with their problems without telling me. Then I get heat for not dealing with stuff that I didn' even know about. When I do follow through on my boss' suggestions on resolving staff issues, things *always* get worse, or insubordination, more complaints, more bad attitude, etc. This is like a downward spiral to hell.

Answer 1

1. he is YOUR boss, and accountable for your development, as you are to those who report to you.

2. HE obviously is micro managing for a reason, so flood him with what you know he needs to know. Next week present your staff issues by person on a status report = the issue /your recommendation /and have a column for him to agree or provide his reco./agree on an expected outcome.
3. Use a respectful approach to improving your relationship and see what you accomplished together.===his job is to be your trainer.

4. Each week follow his direction and report each week. You now work in a respectful way; include him and discover a solution. You then LEARN what in his eyes is a weakness.

5. try this one month read and see the trend --- is he teaching or just bullying if so take the documentation to HR. If you are more skilled go thank him and change your attitude === all along you could have been the problem employee

Answer 2

Seriously, I've been in your shoes and this is not a good situation. Your boss doesn't trust your instincts and he's making a case...not to get you paranoid or anything.

You should not have to bring up the issues with your employees unless they are a) major or b) you need advice. For the most part, I only discuss issues that are being documented to fire an individual. The rest is my problem and not his.

The best you can hope for is either a new job or a heart to hear with the boss to say that you want to know his expectations...he's definitely a micro manager.....