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Team member gave himself a new job title
How to handle rejection then fake promotion?How to handle a team that does not want you as team lead?Unsure on new job title for technical/managerial roleAdvice about having discussion with a bossy subordinate who undermines my authorityHow to motivate a junior team member who has been procrastinating and is being somewhat carelessHow do I have better one on one meetings with a shy team member?How do I handle conflict with an extrovert boss?How to win a promotion my mentor is interested in?Team member is blindly following directionsAm I overly concerned about a newly hired Senior Developer with low performance?
.everyoneloves__top-leaderboard:empty,.everyoneloves__mid-leaderboard:empty,.everyoneloves__bot-mid-leaderboard:empty margin-bottom:0;
A team member gave himself a new job title in his mail signature and asked for new business cards. I was the team lead, actually moving out of this position at this moment. So I can leave it to my replacement but the issue really bothers me and I want to support the new lead in resolving this issue.
What we tried: address the issue in a private conversation.
Result: He feels like it describes what he is doing and refuses to change it.
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
My issue with this is that the longer the self-assigned job title stands, the more accepted it will become by co-workers and clients.
How can I address this without undercutting but rather supporting the new lead and resolve it without firing people?
promotion leadership team-role
edited 3 mins ago
Sourav Ghosh
9,00854464
asked 3 mins ago
KMSTRKMSTR
41129
add a comment |
A team member gave himself a new job title in his mail signature and asked for new business cards. I was the team lead, actually moving out of this position at this moment. So I can leave it to my replacement but the issue really bothers me and I want to support the new lead in resolving this issue.
What we tried: address the issue in a private conversation.
Result: He feels like it describes what he is doing and refuses to change it.
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
My issue with this is that the longer the self-assigned job title stands, the more accepted it will become by co-workers and clients.
How can I address this without undercutting but rather supporting the new lead and resolve it without firing people?
promotion leadership team-role
edited 3 mins ago
Sourav Ghosh
9,00854464
asked 3 mins ago
KMSTRKMSTR
41129
add a comment |
A team member gave himself a new job title in his mail signature and asked for new business cards. I was the team lead, actually moving out of this position at this moment. So I can leave it to my replacement but the issue really bothers me and I want to support the new lead in resolving this issue.
What we tried: address the issue in a private conversation.
Result: He feels like it describes what he is doing and refuses to change it.
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
My issue with this is that the longer the self-assigned job title stands, the more accepted it will become by co-workers and clients.
How can I address this without undercutting but rather supporting the new lead and resolve it without firing people?
promotion leadership team-role
edited 3 mins ago
Sourav Ghosh
9,00854464
asked 3 mins ago
KMSTRKMSTR
41129
A team member gave himself a new job title in his mail signature and asked for new business cards. I was the team lead, actually moving out of this position at this moment. So I can leave it to my replacement but the issue really bothers me and I want to support the new lead in resolving this issue.
What we tried: address the issue in a private conversation.
Result: He feels like it describes what he is doing and refuses to change it.
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
My issue with this is that the longer the self-assigned job title stands, the more accepted it will become by co-workers and clients.
How can I address this without undercutting but rather supporting the new lead and resolve it without firing people?
promotion leadership team-role
promotion leadership team-role
edited 3 mins ago
Sourav Ghosh
9,00854464
asked 3 mins ago
KMSTRKMSTR
41129
edited 3 mins ago
Sourav Ghosh
9,00854464
asked 3 mins ago
KMSTRKMSTR
41129
edited 3 mins ago
Sourav Ghosh
9,00854464
edited 3 mins ago
Sourav Ghosh
9,00854464
edited 3 mins ago
Sourav Ghosh
9,00854464
9,00854464
asked 3 mins ago
KMSTRKMSTR
41129
asked 3 mins ago
KMSTRKMSTR
41129
asked 3 mins ago
KMSTRKMSTR
41129
41129
add a comment |
add a comment |
1 Answer
1
active
oldest
votes
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
That's it, if your CEO is not bothered, you really cannot do anything about this.
You took the best decision, move out. There's nothing you can do to make it better.
answered 32 secs ago
Sourav GhoshSourav Ghosh
9,00854464
add a comment |
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1 Answer
1
active
oldest
votes
1 Answer
1
active
oldest
votes
active
oldest
votes
active
oldest
votes
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
That's it, if your CEO is not bothered, you really cannot do anything about this.
You took the best decision, move out. There's nothing you can do to make it better.
answered 32 secs ago
Sourav GhoshSourav Ghosh
9,00854464
add a comment |
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
That's it, if your CEO is not bothered, you really cannot do anything about this.
You took the best decision, move out. There's nothing you can do to make it better.
answered 32 secs ago
Sourav GhoshSourav Ghosh
9,00854464
add a comment |
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
That's it, if your CEO is not bothered, you really cannot do anything about this.
You took the best decision, move out. There's nothing you can do to make it better.
answered 32 secs ago
Sourav GhoshSourav Ghosh
9,00854464
What we tried: Talked to the CEO about it.
Result: He want's to address it after an important project is finished to not ruin the "drive" so close to the the deadline.
That's it, if your CEO is not bothered, you really cannot do anything about this.
You took the best decision, move out. There's nothing you can do to make it better.
answered 32 secs ago
Sourav GhoshSourav Ghosh
9,00854464
answered 32 secs ago
Sourav GhoshSourav Ghosh
9,00854464
answered 32 secs ago
Sourav GhoshSourav Ghosh
9,00854464
answered 32 secs ago
Sourav GhoshSourav Ghosh
9,00854464
9,00854464
add a comment |
add a comment |
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