How to deal with top-down bosses and colleagues who have decreased motivation

Hello, 7676 Buddha Gassho-san.

The manager is an Oreore, and he has the credit of his subordinates to himself.
The section chief is a drummer.
My subordinates are losing their motivation.

The fact that there are people in the class, such as department managers and section chiefs, means they work for a big company.
If it's a big company, there will definitely be department managers and section chiefs like those described above.
This is an obvious fact.
The reason is that I wouldn't be able to live without being an office worker while thinking “(the manager) is the right way to do things.” Maybe it's okay to go with the adverse effects of large companies.
If it's a small scale, it's easy for a good atmosphere to spread to a group of good employees (bad vibes are bad... abbreviated below).
On large scales, stagnation has occurred, so for better or worse, it remains the same. It would be nice if it stayed good, though.

Now, you say, “The manager does..., he does...”
It looks like they think it's an external issue that has nothing to do with them at all.
Don't you think you're right too much?
The manager has the department manager's justice. The reason the department manager has come this far is because the department manager's justice has been applied. “There is always a point” there. Let's pick up this rationale.
But I'm not sure if you're right. It's about to come.

My younger brother is an office worker, and he reads a lot of books, so I talked about them,
“Aren't there two rabbits?” That's it.
1. I want to cheer up my subordinates
2. I want to do something about the manager
There doesn't seem to be a way to solve both at once. If so, there aren't many books out there. If you don't have an answer, you have no choice but to search for it yourself.
Don't worry, there's always an answer. I'm just not aware of it.

I also don't think there are any ways to chase two rabbits. For example... “7676 Gassho Buddha's awareness of “disliking this manager” is already on the surface,” and if you change this, you'll be a wonderful manager. Don't you think so?

Hello. I read your consultation.

I appreciate your patience.
Thank you for your hard work.
I think they are doing their best in such an environment.

I'm not a theory, just a few everyday habits that might change
I'll tell you about a small action called...

First, keep in your mind saying “It's okay!” I'll tell you that.

And when you meet the manager in question, try talking by looking between your eyebrows, not your eyes.

Furthermore, please pray secretly in your heart to the manager's back.
You can use “Namamubutsu,” “Namandabu,” or the name of your favorite Buddha.

Little by little, I think it's going to change.

Humans are not completely different; they are all connected.
I think it is faith and Buddhism that reveal that connection.
That's why small habits can sometimes create the first step to big changes.

You are free to do it or not.

Gassho

Lions also have animals they fear.
My mother is Lion, my wife Lion, and my grandson Lion.
The mother lion, wife lion, and grandson lion referred to here do not only indicate family matters. The fact that they are not official means that people are weak.
His weakness is that it becomes clear that the department manager's takeover of credit is revealed in a more official setting.
If it is true that the subordinates are internally angry, then that is enough.
First of all, it's a place where your ability to talk and negotiate is tested without getting emotional.
You should turn to the side where you thoroughly cover your subordinates.
One on one between you and the manager. At times like this, don't treat them as individuals, but treat them as a standpoint. First, if possible, it's a good idea to talk to someone in a position above the department manager and ask them the true meaning of how they came to join the team.
Whether it's someone you don't like or you're unlucky, think of it as an opportunity. Think of it as a chance to become good friends, a chance to be a collaborator, a chance to make a good impression at first and build a good relationship even if you kick them down to clean up the company, etc., and counteract your own feelings by strongly remembering the merits.
He, too, fears his boss. You should seize evidence of his misconduct, etc., and report it to your boss at some point. You and a few people in the passionate anti-manager group could protest by making equal claims
“As for the ◎ ◎ incident the other day, everyone is dissatisfied and uncomfortable that the department manager has taken over the credit at this rate, so I think this kind of thing is common within the company, but the young people on our team have a strong sense of justice and solidarity between teams, and there are also young people who don't feel comfortable. I also made arrangements to punish my subordinates as much as possible, but please give a speech so that everyone is satisfied during today's meeting,” while calmly reporting the situation to the employees, and it is also a law to correct the injustice.
The fact that the person himself also took the credit is painful. Please take good care of that. The direction of the wind should change.　　　　　　　　　　

　　 My name is Yoshida Toshihide from the Soto sect. Looking at the content of the question, it's certainly a disgusting department manager. I also had experience working as an office worker, so I can really feel it. When I have a drinking party with my peers, they always talk bad about each other's bosses and say, “I wonder if my boss and I are still better off.” It was a day where I convinced myself.

“The current system is unlikely to change for a while.” I want to improve the current situation even a little bit. Yes, that's right. But it's hard to change others. In the first place, isn't it the person in charge called the boss who “only gives instructions to finish the work according to one's own intentions”? The profile says, “I'm struggling with relationships, resentment, and bitterness.” It says, but I think all office workers face work every day with the same feelings as you. You are by no means the only one suffering. Four struggles are an event in this world where all people meet, and it is “natural.” I can understand the feeling that makes you want to get angry, but it feels like they're trying to clean up everything “because of the manager.”

It says “motivate your friends,” but is it the department manager who is making your comrades lose their motivation right now? Or is it you?
It was a big project, and the reason why the materials created by the colleagues could not be presented as the results of the colleagues and were taken over by the department manager is probably because you, the leader, made mistakes in the arrangements. You apologize to your peers for mistakes, pledge not to repeat the same mistakes, and fulfill your leadership responsibilities so that everyone's efforts are evaluated as project results. If you say that clearly, everyone will be “motivated.”

Also, as for the manager, this is your problem. Kakugen Tange gave excellent answers to other questions.
“Look, a lot of people do that, and they only talk bad about their partner and spend their time justifying themselves. So no matter how long it's been, I can't focus on improving my own mind, which is essential.” http://hasunoha.jp/questions/32

Before blaming others, take a fresh look at yourself. This answer is based on quotes from Kakumoto Tange's answer, so please click “Thank you” by Kakugen Tange.

7676 Buddha

This is Kawaguchi Hidetoshi. This is my humble answer to the question.

It looks like someone who wasn't very good came in as the boss due to personnel changes this time...

Being sandwiched between top and bottom, I think it's difficult and difficult to be a middle manager...

I want to say “it's double back,” but after all, it's just a drama story... the reality isn't that sweet.

However, there must be some natural reason why even such department managers are promoted to company bosses and executive classes. It is difficult to advance in a career without any reason.

In other words, this is probably because they are necessary human resources for the company, have excellent abilities, and have a proven track record.

Certainly, if you look at it from the front side, there are probably places that have been disliked by project members for being top-down, aggressive, and stealing credit, but as long as they haven't been evicted due to left-handed migration, there is also a possibility that their abilities and achievements have been bought and transferred, as long as they are not motivated, off course, or treated as window clans.

Of course, even if abilities and achievements are poor, I don't know the size of the company, but I also think it's okay to take this opportunity to learn about the art of doing business within an organization that is also somewhat large.

However, of course, as an organization member, when considering the company's profits and project profits, if this is unforgivable by any means, you may have to raise issues and aim for improvements. In particular, the decline in morale and motivation is not a very good thing because it is disadvantageous for the company, so of course I think it would be a good idea to ask for an opportunity to consult with senior management. At that time, I think it is necessary to appeal the necessity of personnel changes as rationally and calmly as possible without falling into too much emotion.

I pray for good deeds.

Kawaguchi Hidetoshi Gassho