"Help, I see a problem and no one is prioritizing it "

Learning the full context before pushing a problem is alright advice. Same with sharing context on the impact of an otherwise hard-to-see problem.<p>Otherwise, this article is banal. It lacks a strong or unique take on the topic of &quot;Manager ignoring problem I care about&quot;. There&#x27;s nothing new for staff&#x2F;principals already skilled in navigating people &amp; forming insights, and nothing deep for juniors who want to see behind the scenes, how the sausage gets made.

Previously, on HN: <a href="https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=39583349">https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=39583349</a>. A single comment, and not listed on <a href="https:&#x2F;&#x2F;news.ycombinator.com&#x2F;invited">https:&#x2F;&#x2F;news.ycombinator.com&#x2F;invited</a>

my philosophy when management refuse to acknowledge problems (when they&#x27;re real problems), is to make sure to allow them to actually be problems. make the problem and the impact known, make the solution known, then sit back and let the problem be a problem.<p>don&#x27;t work harder to compensate for it, don&#x27;t suggest workarounds or help to implement them (in fact you should pick holes in workarounds and find problems with them if you can). people will not ever solve your problems, they will only solve their own problems, so make sure it&#x27;s their problem too.

This tiptoe-ing around leaders who can’t communicate is often a path to frustration and burnout. Getting promoted won’t help, the rot probably goes the whole way up. Tbh I would just start finding an other group to work with - life’s too short. This seems to be advice for people who can’t do that and are hopelessly stuck where they are.

meh, he&#x27;s not wrong, but he&#x27;s not right either. The author assumes that the manager above them is actually <i>right</i> about the impact, and therefor the priority, of the problem. In the more common case, where the manager has the ol&#x27;head-up-the-arse problem, the real solution is to know how to kiss-tushy and pick your battles carefully. If you can&#x27;t come to terms with being right, but also keeping your mouth shut at the same time, then indeed your management potential will be limited.