I'm Abdel, a McDonald's crew member. Not getting along with a manager can make even a good job feel heavy, but there are practical steps you can take before you decide anything. I have learned that a calm conversation is often a good place to start.
Management structures and reporting options may vary by market, franchise organization, and restaurant. If a situation involves harassment, discrimination, threats, retaliation, or unsafe work, please use your organization's approved reporting options rather than trying to handle it alone.
Work out what is really going on
"I don't get along with my manager" could mean many things. Before you act, try to work out which of these it is:
| What is happening | What it may be |
|---|---|
| They speak briefly, and you find it cold | A difference in style |
| They correct you often while you are new | Normal training, even if it feels hard |
| You seem to get the worst shifts | Possibly a misunderstanding, or possibly unfair treatment |
| They criticize you in front of others | A communication problem |
| They insult, threaten, or humiliate you | Something more serious, and it should be reported |
| They ask you to skip safety steps or work off the clock | A serious issue that should be raised |
It helps to separate what actually happened from how it felt. Both matter, but facts are what you will need when you try to solve the problem.
Look at it from their side
This does not excuse poor behavior, but it can give you a fuller picture. Managers may be juggling guests, staffing, safety checks, and problems you cannot see. A short answer during a rush may have nothing to do with you. They could also be new to the role and still learning how to give direction. This article on mistakes that Shift Managers sometimes make may help you see some of those challenges.
It is also fair to ask yourself some honest questions. Is there anything in what they are saying that I could learn from? Have I been late or inconsistent? Have I let the tension affect how I respond to them?
Control what you can
While you work out what to do, you can make things easier by concentrating on your own habits:
- Be on time, and follow procedures.
- Respond politely, even if you are annoyed.
- Ask clear questions: "What should I focus on first?"
- Confirm instructions, so there is less room for misunderstanding.
- Tell them about problems early.
- Keep notes about specific events, if you are concerned.
This is not about pleasing them at any cost. It simply protects you, and it makes it harder for small problems to become big ones. It also keeps your record strong if you later need to raise a concern.
How to have the conversation
If it is safe to do so, a calm and private conversation can often help more than you might expect. Choose a quiet moment, not during a rush:
Do you have a few minutes after the shift? I'd like to make sure I'm doing what you need.
Then be specific and respectful:
When I get corrected in front of the team, I find it hard to focus. If there's something I should change, would it be possible to tell me privately?
Try asking for their perspective, too:
Is there something I could be doing differently? I'd really like this to work well.
Listen to their answer without interrupting, and avoid bringing up a long list of complaints. One or two examples are enough. You may discover they had no idea how they were coming across, or that they think you are upset with them.
Things that usually backfire
- Arguing in front of the team or guests. Even if you are right, it will not help.
- Complaining to everyone. Gossip often gets back to people.
- Doing the bare minimum. It may feel fair, but it can hurt your reputation.
- Going silent. Then small problems will never be addressed.
- Posting about it online. This could create new problems for you.
When to go further
If the conversation does not help, or if it would not feel safe to have one, you can take it further. Depending on your restaurant, this might mean talking to:
- Another manager you trust.
- The Restaurant Manager.
- Your organization's human resources contact.
- An approved reporting or ethics line.
Bring facts: dates, what happened, who was there, and what you have tried so far. Stick to how the behavior affects your work, and try not to make it about personality.
On three shifts this month, I was told I would lose hours if I took my scheduled break. I raised it, but nothing changed. I'd like to understand what should happen.
If you feel that you are being mistreated, reporting it is a legitimate choice. If you are worried about retaliation, ask about protections and say so when you report.
When it is serious
Some situations should not wait for a friendly chat. Please seek help right away if a manager:
- Touches you inappropriately, or makes sexual comments.
- Threatens you or makes you feel physically unsafe.
- Discriminates against you or insults your identity.
- Pressures you into unsafe work, or into breaking food safety rules.
- Asks you to work without being paid, or changes your records.
You may also be able to get information from an appropriate local authority, depending on where you live. Consider speaking to someone you trust outside work as well.
Looking after yourself
A difficult working relationship can follow you home. You may start to dread your shifts, sleep badly, or doubt yourself. Try to keep things in perspective, and do things outside work that make you feel good. Talk to a friend or family member. These ideas for managing stress may be helpful as well.
Learning from it, and knowing your options
Not every working relationship will be close, and you may simply learn to work well with someone you would never choose as a friend. That is a useful career skill. Pay attention to what you would do differently if you were leading a shift yourself.
If nothing improves, you could ask whether a different schedule is possible, or a move to another restaurant. And if it comes to it, it is fine to look for another job. Leaving a harmful situation is not failure. Just try to leave well if you can, so that you keep your good reputation.
Final thoughts
You do not have to like your manager, and they do not have to be your friend. But you do deserve to be treated with respect. Work out what is really happening, control what you can, talk honestly if it is safe, and use the right channels when you need them.
A hard working relationship can sometimes be repaired. And when it cannot, you still have choices.
