| >Why not? Because I understand that I have no control over them, no way to prevent them from making bad decisions, no way to prevent them from being managed poorly (as most companies are). I think this is a necessary attitude to adopt, even as an employee. You need to draw boundaries about what you care about, and one of those ways is to evaluate if people you work with actually care about something or if they only say they care about it. If you're not responsible for it and others don't really care, you should also try to not care. I'll give a concrete example. I worked on a project recently where I was dependent on somebody else to finish something. They are perceived as a somewhat competent but lazy person and they took a very long time to get it done. Certainly much longer than other people would have done. Despite claims from our management that this was urgent, no additional people were added to that task to speed it up. Actions speak louder than words - if it really was urgent they would have asked somebody else to do it. So when my part was delayed I simply said I was blocked and tried my best to let it go and not get frustrated. I had a major burnout years ago and one of the big reasons was because I took responsibility for my management layer understaffing projects that were supposedly a top priority. The priorities were always talk, but no action to add people or manage expectations with the user/customer(s). It look me years to realize that instead of fully putting the blame on my management, I should have stood up for myself and said I can only do what I can do and that's it. >So don’t play that game: only take responsibility for, only worry about, the things you have control over. And for most employees, that’s just themselves. 100% Agree. You can strive to do the best you can do so you don't feel like you, personally, are doing a half-baked job. But beyond that, it's not your problem anymore. |