Csdrhrt

How to work around the Manager's pets ?

I was moved from TeamA to TeamB as new project was to begin; So I came under this TeamB Lead. TeamB has a member[call him Fav] whom the Lead has recruited unlike the rest of us who moved from different team.

We all work well together TechLead is really good except this one problem; The Fav hangs around the Lead everywhere he goes[lunch table, team project discussion, team outing, cafeteria] so much that none of us individual team member get to discuss with Lead alone for even 5 minutes. Each of us have our own individual tech issue, project issues and ideas we would like to discuss with the lead not every discussion need all the team members. It is not always possible to book a conference room. I may just want quick talk in cafeteria or at Lead's desk. Some how Fav finds it out and join our discussion.

Lead likes Fav so much that even though it is my Tech issue discussion:

 1. Lead listens to Fav rather than my point of view. 



 2. If we do some mistake in our code and issue is reported , then Lead 

forward our mistakes to Fav. [only to Fav; we will not even be in

cc] Even though we all are competent enough to resolve our mistakes in the

code.



3. If there is any issue in the code and we provide our analysis,  Lead do

 not talk to concerned team member instead secretly discusses with Fav 

 to get second opinion.



4. Several occasion, this Lead has made fun [derogatory] about team  

members in front of Fav.



5. If we resolve the issue by debugging the hell out of code  sitting 

straight two days , we will be doing our job  for which we are paid for;  

If Fav debugs issue, then Lead calls it as Fav thinks of so many 

scenario; he is very good thinker.

Well, I am not sure this should be called as bias or is how tech lead should be [Fav is just happen to be lucky guy] or is it favoritism towards his own recruit.

But rest of the team members are frustrated, we do not know how to communicate about this to Lead. If any of us mention about Fav in front of him. Lead get so much angry, we will know that in the next performance review. So we do not know how to workaround this Fav.

I once started a new job and discovered directly on my first day that one person in our small team was of the same nationality as the team lead. I was immediately alarmed and it soon became clear that my worries were justified.

The team consisted of the lead's favourite and "the rest". His favourite could do no wrong. We were insignificant although we were all peers.

This is a horrible environment to work in!

• It demotivates the team. If team members aren't listened to and their efforts aren't acknowledged, they are probable to soon come to the conclusion their performance doesn't play any role. The consequences for the team performance are clear.


• If people don't feel they can grow in their current jobs, they tend to start searching for new positions.


• It destroys the atmosphere in the team and teamwork. Other team members start to hold grudges against the favourite. The "us vs. them" dynamic sets in.

The problem is it's virtually impossible for you, as a team member, to change the lead's behaviour. Favouritism means he's simply not a good manager. But you can't change your boss.

If I were you I would do what's best for me and my career. Is there anything that makes you unable to change your job? Is your job special in any respect? If that's not the case and if the situation you described lasts for more than a few months, I would consider leaving the company before I get totally unhappy.

Important: I assumed here, you are all peers and the favourite is not better than the rest of you. If he were better, my reply would be different of course.

From your description the person you are calling "puppy" hasn't done anything untoward to you or your coworkers. Since they haven't actually done anything to you, referring to him as "puppy" makes you sound petty, and unprofessional. I'd advise you to knock it off.

The real problem seems to be with your manager and their favoritism. Tackling your manager about their failings as a manager is always tricky and hazardous.

I would forget about items 1, 2, and 5. Ignore it and try to let it roll off your back. Complaining about those items will just make you sound jealous, and it's within the manager's legitimate discretion to decide who's opinion they value most.

For item number 3, I think it's legitimate to tell your manager: "I understand you've been discussing issue X with employee Y. Issue X is my particular area of responsibility, can you be sure to include me on any discussions of X? I just want to make sure I'm on top of the problem."

For item 4, if a manager is mocking an employee in front of others, then in my opinion they are a terrible manager. Unfortunately, your options for dealing with this are limited. You can straight forwardly tell them that you don't appreciate it, and they should stop. Sadly, unless it was a momentary lapse by an otherwise competent manager, this is unlikely to be effective. You could document the incident and complain to your company's human resources department if there is one. As always, keep in mind that human resources works for the company, not for you personally. Finally, you can start looking for a position with a better manager.