Conflicts at work with a new boss

Initial situation

Ms C. has been with the company for a long time and, until a year ago, had interesting work, an appreciative manager and a good team. When her long-standing manager retired, she was replaced by someone younger and everything changed. Since then, the atmosphere in the team has been poor and relations with women in particular have been difficult. Ms C. no longer has any responsibilities and finds the work she is assigned unchallenging. She now has health problems and family worries: her partner has cancer. This situation makes her feel even less resilient.

Proitera’s assignment

Ms C. would like support in dealing with her new manager. She would also like to address her resilience at work and in her relationship, as well as how she can manage her energy levels.

Proitera's intervention

In the initial consultation, the relationship between Ms C. and her manager is analysed. It emerges that Ms C. has previously taken a rather passive, wait-and-see approach in the hope that her new manager would be like her previous one. The realisation gained during the consultation that this is not possible helps Ms C. to rethink her approach to her new manager and abandon her passive, wait-and-see role.

During the discussion about her health situation, the social counsellor introduces the ‘life balance’ model. Ms C. recognises that the interaction between her work, family commitments and her own needs has become unbalanced in her life. She no longer has any time for personal relaxation and recreation. Ms C. makes resolutions and commits to taking short but regular breaks in a way that is easy to implement. In subsequent discussions, the changes discussed are reviewed and goals are set for the next meeting. This motivates, encourages and strengthens Ms C. in her actions.

Result

Ms C. seeks a discussion with her new manager and, thanks to his openness, can clarify many points. The improved communication between the two soon has a positive effect on other employees and the atmosphere within the team. Ms C. is delighted that the atmosphere is more relaxed and there is more communication. She is quietly proud that she has played an active role in improving the situation. Her health has also improved thanks to the more relaxed atmosphere at work. She feels more resilient again. Thanks in part to the time she has set aside for relaxation, she can now look to the future with more confidence.