WITH OFFICE POLITICS, jam-packed email inboxes and tricky colleagues to contend with, the world of work throws up new challenges every day. Friendly and in-depth career advice can sometimes be hard to come by, but we’re here to change that.

Every month Jobbio’s Expert-In-Residence, career strategist Dee Murphy, gives her take on your current workplace conundrums, be it how best to deal with an overbearing manager or the smartest way to secure a promotion.

Have a question you’d like answered? Use the #AskJobbio hashtag on Twitter. This month, Dee advises Jeanie in Dublin on how best to deal with an overbearing superior.

Hi Dee,

I recently joined a creative agency as a copywriter and while I understand the importance of feedback, I find that my work is being diluted or changed due to a more senior members opinion. Often this feedback comes from a non-creative team member and I feel it’s subjective rather than constructive.  My question is, how can I assert more control over my creative autonomy while still showing respect for my superiors?

Taking ownership of our work, regardless of what our job entails, is a key driver in keeping us happy and engaged in the workplace. To have someone pull rank can be very frustrating, especially if it’s on the basis of seniority rather than experience. At worst it could be reason enough for someone to move on to pastures new.

In an effort to resolve the problem, there are a few steps you can take:

Get some perspective
Try and understand where your colleague is coming from – how have they progressed in their role in the company, and who did the job you’re doing before you came along? Perhaps they had responsibility for your role before you joined, so are finding it hard to let go. Or perhaps they are accountable for issues that arise on the back of your work, making them feel they need to micromanage the output. Getting to grips with the legacy of the position, the team and the company will really help you get a handle on why people behave as they do, which is the first step to working well with them.

Ask why
When this colleague edits your work, simply ask them why. Was it on impulse, or a considered decision? What was their reasoning and how do they feel the work has been improved as a result? This sort of justification will encourage them to reflect on what they’re doing and whether it’s constructive or not. They might even be able to offer some real validation that could be worth considering.

Get their input early
Prior to completing a project, engage them in a discussion around it. Proactively ask for their input so they feel part of the process. This will create a stronger sense of collaboration and the output will feel like more a joint effort, which may reduce their inclination to rework it. Asking for their advice early demonstrates a respect for their position, which will go a long way in helping you gain their support. Be patient. As a new addition to the team, there’ll be a period of relationship-building, and you’ll have to prove your value as an expert in your field to earn respect.

If all of this fails to shift the needle, don’t be afraid of taking a more direct approach. Ask them to put aside some time for a feedback session, so you can explain your frustrations. It’s perfectly healthy to voice concerns and highlight issues, provided you do it in a rational way, through the proper channels. Remember, you were hired for a reason, and sometimes it helps to remind people of that.

Best of luck with it!

Dee

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