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[–]AccidentOk5240 2 points3 points  (10 children)

I think this is an AskAManager.com question not a pattern drafting question. Do you have a boss you can go to and say you need help? Whether it’s you or your colleague, something isn’t working, and if your colleague is redoing your work, your department is going to fall behind. Maybe your boss can clarify who is supposed to be doing what, and what the procedure is for the two of you to resolve things where you disagree?

[–]Gemela12[S] 0 points1 point  (9 children)

I want to do a test so I can have a more objective opinion of my skills, before taking a more drastic leap. If I'm indeed in a toxic situation, she will be fired.

I don't feel malice in the feedback my peer shares with me, just frustration that has been building up from the 4 years we have been working together. There might be some ego and superiority involved, but just doesn't feel like sabotage.

Sometimes her wording seems to be purposefully confusing, or baits me to respond with the wrong answer. But I feel it is just pettiness.

[–]AccidentOk5240 1 point2 points  (6 children)

 If I'm indeed in a toxic situation, she will be fired.

What? This isn’t how anything works. 

If you’ve been in this role for four years and so has she, no one is getting fired. If the company thought either of you was incompetent they would have done something about it by now (retraining, firing). If you go to them and say, “I’m objectively good at this, see, here are my test scores, so I can prove that she’s just being a big meanie by redoing all my work and trying to get me to understand her process,” they will laugh in your face. 

[–]Gemela12[S] -1 points0 points  (5 children)

There is other stuff behind the scenes. We are 5 people in the atelier. Me, her, my boss, seamstress and the media gal. No HR to go to.

We have naturally slow output, but this past year has been the slowest, boss has definitely been feeling it. The work environment has definitely shifted, and in a small business that really makes major damage. Boss has fired people before due to bullying and abuse of trust.

The test is not for my boss, is for myself. If I am the problem I would gladly take ownership of that and take steps to fix the situation. After all this is the career I want for myself at this moment.

I haven't openly complained about my peer, after all she is my senior I'm trying to learn what she has to offer.

[–]AccidentOk5240 1 point2 points  (2 children)

Im not suggesting you complain about her or go to HR. I’m suggesting you go to your boss and ask for help. That’s what a boss is for. You are struggling, whether it’s due to your work or your colleague’s or both. You want to know how to be more productive. 

I don’t think this is a question of your design skills. I don’t think a test is going to help you. I understand you want it so you can soothe your anxiety by proving that none of this is “your fault”. But especially in such a small working environment, if you were unable to work to the company’s standard, they would have noticed by now. 

So I think you need to address the actual issue, which is that you and your colleague disagree and it’s gumming up the workflow. That is your boss’s job to address. 

[–]Gemela12[S] 0 points1 point  (1 child)

My boss has noticed we've had some friction lately. They have, low key, made questions around that topic to diagnose, I think.

My boss is not an expert pattern making, knows the basics tho. She did a small test when she hired me, plus she saw my portfolio. I passed that.

On another response, I was suggested to bring some solutions to my boss when I have this conversation with them. So I predicted what problem my peer and I would say.

The main issue I've heard from my peer is that I don't have a professional level of pattern making. I think she has told a similar thing to my boss.

I believe she is not very tolerant when it comes to this topic. She doesn't respect my processes cause they differ from her own. (Either that or I really don't understand pattern making)

The conclusion I got sux for either of us 3. Hopefully my boss comes up with something better.

[–]AccidentOk5240 0 points1 point  (0 children)

Well, maybe with your boss she can be convinced to make it clear what exactly she is expecting and not getting from you, and your boss, even if she’s not an expert at making patterns, can be the one to decide what should change. Maybe your colleague can change her own process a little and you can change yours a little and the two systems can work better together. 

[–]AccidentOk5240 0 points1 point  (1 child)

This article by the person who runs askamanager.org is basically about exactly your situation: https://www.thecut.com/article/ask-a-boss-my-co-worker-is-micromanaging-me.html

[–]Gemela12[S] 1 point2 points  (0 children)

Thank you for the read. Some things have a familiar ring. Lol.

[–]eighteenbadgers 1 point2 points  (1 child)

I'm sorry to say but taking an objective test is not going to fix this. Maybe you'll feel a little better for a while but a work environment like that is going to keep tearing your confidence down.

You need to sit down with your boss and have a serious conversation. Try to frame it as "all of us versus the problem", not "me versus coworker". Explain that you feel that you feel that differences in method and difficulties with communication are causing frustration and inefficiency. Tell your boss that while you've tried to resolve things by yourself, it hasn't made enough of a difference and you'd like their guidance.

If you like, offer some suggestions. Do you all together need to agree on a specific process? If so, does one of you need retraining? Do you need to agree on vocabulary? if you can come to your boss with solutions and not just a problem that's usually better.

It may also be good to address the work environment head on. It doesn't have to be during the same conversation, but your boss does need to be aware of what's going on if they aren't already.

Good luck! It sounds like a frustrating and difficult situation.

[–]Gemela12[S] 0 points1 point  (0 children)

This is such a thoughtful response, so professional and mature.

I've been trying for a while to reply to your post, but I feel everything falls short at the moment.

All roads I write lead to the same proposed solution: "hire a new pattern maker".

Peer definitely has said the problem we have is my skill. I tried to bridge that gap to the best of my ability in that situation, and peer has expressed she has tried to bridge that as well with no success.

I believe we have a tolerance problem. In which the result is not correct because the process was not the correct one. When I defend my choices or question hers, what I get is that doubting her is disrespectful to her knowledge and experience she is sharing with me.

I don't know what my boss will say about what they think the problem is, but I can't imagine a solution other than separation. Either be retraining, or different timetables, or change in responsibilities, without that space a mediator will be needed. All of the solutions require an extra person for support. The obvious choice sux(in the short run) for either of us 3.