First a few well established facts about my manager based on team's feedback about him:
- Very professional upright attitude.
- Great communication skills but tend to be over-argumentative bordering to arrogance.
- Quite effective when comes to his personal assignments.
- Done most of his work as individual contributor (with minor collaborations here and there)
- Understands company policies and well connected professionally with key people (in other teams but not the higher management).
- Opinionated and holds rigid impressions (extreme + and -) about people, many times based on assumptions and hearsay too.
- Jack of all trades, master of none.
Until last year he was a regular colleague. He got promoted because the previous manager had to leave and someone was required to fill in the place. Being senior most and a consistent performer he was selected and now managing team of 8 people.
Initially, he struggled to adapt to managerial role from the colleague's role. He tried many ways but was not turning effective. A few months later he started using his authority to punish late-comers (and meeting absentees) by sending personalized emails. By the financial year end, he went anal and started putting negative comments on every small or big events in few of the team members' annual reports in a direct and accusative language that has never been experienced before from any manager. Example: "Chronic absentism in monday meetings", "No adherence to visual management board rules" etc.
I suggested him not to put these kind of minor remarks in annual reports and deal with these issues by dialogues. He did not care to listen to any suggestions. I approached HR with these issues, all they could do was lend me an ear and share their empathy but no real action.
Meanwhile, there were two people who were trying for new role out of out team but within the organization, which they could not find any suitable position. Based on my experience with the new manager I also started looking for new role inside and outside the organization. I was already not very excited about my project (which I had communicated to my manager many times). Manager's behavior simple gave me trigger to move out. Eventually, I found one position and resigned few weeks back. After resigning, I came to know about two more people; one involved actively in interview process with external organizations and another planning to apply outside. Out of 7 (excluding me), 2-3 team members are waiting for interview calls from outside or start job-hunt process soon. I am not indicating that they have similar motivation as me to leave this team or not. I don't know. The manager does not have the faintest idea about this.
Last week HR conducted a regular process to provide anonymized feedback from the team to manager. The team came up with the 7 points mention on the top along with some issues highlighting his biases for and against certain things/habits and his lack of listening capabilities. As a part of process he shared this review with his senior-manager (over phone) and started with a defense that "some people agree with the feedback some does not, the feedback has inherited contradictions, should I modulate my behavior according to each person or leave it like that (as I can't keep everyone happy)".
I was quite sure that the feedback will give him a chance to adapt to the team. I am thoroughly confused now about this guy's behavior.
I really wanted to share my views with the manager's manager to let him know the differences I have with my manager. I am sure I have enough proofs(voice recordings) of his false accusations and verbal bullying episodes; and hopefully I would end up initiating some action on my manager. But I am in big dilemma whether to initiate the complaint or not. Sometimes I feel pity on his arrogance and stubborn attitude which is in a way self-destructible. Sometimes I feel he is what he is and there is no point in making him learn any lesson. Sometimes I feel there is no point of spreading bitterness during my notice period.