Recently, I came across a concept called “Manager Offset Effect”, it builds from a more popular concept called “Jevons Paradox”, which refers to a counterintuitive phenomenon observed in the field of energy consumption and efficiency. It suggests that improvements in the efficiency of resource usage can lead to increased rather than decreased consumption of that resource.

“Manager Offset Effect”, therefore is a concept that emphasizes the role of a line manager in offsetting the overall experience of an employee in an organization. For instance, an employee in a “bad” organization will likely continue with the organization if he/she has a counter-experience with a “nice” line manager. In this case, the line-manager offsets the negative feeling of the employee towards the organization. The situation is also vice versa.

While it helps to have a great line-manager, friend, I recommend desiring to have both a great workplace and a great line-manager. Where the latter addresses your short-term career growth needs, the former covers your long-term strategic growth. If you stay fixated on having a great line-manager, you will discount your overall experience.

Thus, if you think well of your current employment, ask yourself, ‘is this my overall experience, or is it already offset by my manager?’ and vice versa. Identifying the chief-source of your current valuation of your organization will help you screen your thoughts and make a better decision, so that you don’t leave a great organization because of a callous manager, or mortgage your long term career by staying in a terrible organization because of a “nice” manager.

Finally, my friend, if you are sincere and dedicated to your work, you deserve to have the best experience. If you are not having it, review again; is it your manager? Or the organization in general? Or is it an adjustment you need to make to your attitude and work disposition?

I am always rooting for you. Cheers.