Advice needed explosive coworker/shift supervisour
I work at a coffee factory been at it for 7 years the coworker in this story has been there for 12 or 15 idk exactly his older than me i am 25 his bordering 29 and when i tell you this man is explosive its not a joke
He is from a minority religious group in my country and it is a well-known fact in my country that that minority religious group likes to stay violent in a sense. So they can make sure that everyone else doesn't fuck with them. And he's the only one of that minority group that works at the factory i work at thus he is also a minority at his job and he tries to act violent in the most minor of cases to sound tough and keep everyone "in check" his act falls down the moment someone of equal strength or stronger calls him out on his bullshit or gets serious enough about it but often times he comes after the normal workers and the ones he thinks are lesser and weaker than him often boasting about his matrial arts training and about his kickboxing abilites and its not like there arent a punch of objects all around me i can use to cave his head in or make his wife and family wish he wasnt as violent but i am not that kind of a person i hate violance and i dont want to get to the day when i find myself forced to harm him will enough that i end up incpacatiting him and or seroiusly hurting him because i dont want to go to jail
Dont tell me to tell HR or managment because 3 years ago he fought with one of the factorys owners he was gonna beat him but he didnt and he got seriously shouted at but nothing more he wasnt fired he wasnt let go he was reprimanded seriously and most important he didnt even get written up which means they know about him They know
He smokes weed after 9am which is the time of the coffee break so until 2 or 3pm he is calm he is most explosive betwen 7.30 and 10 and 3 to 4pm because often "his gf back in the day wife today" or someone else would call him and they would fight and he starts to curse and beat shit and stops working and if you tell him to do something he explodes in your face and him being a shift supervisor means he has other responsibilities that he has to do that.We can't do, for example, driving the forklift. And fixing the machine and bringing stuff that we put the coffee bags , the packaged bags on it creates this whole system where we become a dysfunctional workplace just because of him , because more often than not the other work, supervisors or other managers or whatever are doing something else, and they can't do the things that he's supposed to do.
I Don't know how I have handled seven years and why?Only now I realize I need to ask for advice, but now I'm asking for advice, so please.If you have any insight Don't hold back
Thank you sorry for my bad england sorry for the long ass paraghraph and gobless
Jobadvisor
It is understandable why you are reaching out now. Dealing with an explosive personality for seven years is exhausting, and it sounds like you’ve reached a breaking point because his behavior is now creating a safety risk and a dysfunctional work environment.
Since management is not an option and you want to avoid a physical confrontation that could ruin your life, here is a breakdown of how to handle a "bully" supervisor in a high-pressure environment.
1. The "Grey Rock" Method
This is a psychological technique used when dealing with high-conflict personalities. The goal is to make yourself as uninteresting as a "grey rock" so he loses interest in targeting you.
Minimize Responses: When he explodes or boasts, give short, non-committal answers like "Okay," "I see," or "Copy that."
No Emotional Feedback: Bullies like him often feed on the fear or anger of others. If you remain stone-faced and emotionless, he doesn't get the "high" he seeks from the confrontation.
Don't Argue: If he’s wrong about something, don't correct him unless it’s a life-safety issue. Let the machines stop or the bags pile up. If he is the supervisor, the dysfunction is his responsibility to answer for.
2. Strategic Distance & Timing
You’ve already identified his "danger zones" (7:30–10:00 AM and 3:00–4:00 PM). Use this data to your advantage:
The "Invisible" Worker: During those hours, stay as far away from him as physically possible. If you need something from him, try to ask during his "calm" window (after his 9:00 AM break).
Predict the Conflict: If you know he fights with his wife at 3:00 PM, make sure you are already busy with a task on the other side of the factory floor before the phone rings.
3. Let the System Fail
One reason he hasn't been fired is likely because you and your coworkers are covering for him. If you keep the factory running while he’s screaming or neglecting the forklift, management thinks the system is working.
Stop Over-compensating: If the machine breaks and he refuses to fix it because he's angry, let it stay broken.
Force Management's Hand: When the owners see production numbers dropping or orders not being filled, they will be forced to look at the cause. As long as you keep the "dysfunctional workplace" functioning, they have no reason to change anything.
4. Documentation for Personal Safety
Even if you don't go to HR today, you need a "Safety Log."
Keep a private note on your phone. Write down dates, times, and exactly what he said or did (e.g., "Tuesday, 3:15 PM, [Name] kicked a pallet and cursed at me because I asked for the forklift").
Why? If a physical fight ever does happen and you have to defend yourself, having a 6-month record of his instability can be the difference between you going to jail or being seen as a victim of a hostile workplace.
A Note on the "Violence" Trap
You mentioned having tools nearby that could "cave his head in." While that thought might feel like a release of pressure, he is not worth your freedom. * In many legal systems, "martial arts training" makes him a "lethal weapon." If he attacks you and you defend yourself, his training works against him in court, provided you didn't escalate the situation.
If you strike first or use a tool, you lose that legal protection.
Should I work for this company that promoted the woman I trained, above me?
I’m currently on maternity leave and I found out right after I left, the woman I trained got promoted above me. I was not informed about this position and when asking if it had anything to do with my leave—they said no (which they had to say or it’s discrimination in my country).
Prior to me leaving, I had helped the whole team complete the biggest project in their career (even my boss). I led this transformation initiative and impacted multiple lines of business in the org. My boss has credited with me for being the primary lead and for always seeing risks no one else can see. I’ve built a lot of capacity on the team.
As I was looking to see the promotion, I noticed my boss crediting this woman for spearheading the big project as to why she got promoted. I’m gutted.
The woman also messaged me saying how proud she is for getting the promotion. She is absolutely clueless because I’m the only one who is certified in the area with so many years on her. She doesn’t even measure or business case, she’s qualitative.
I’m so livid. I don’t even want to work for another team in the company.
Has this happened to you? What would you do?
Jobadvisor
This is a classic—and incredibly painful—case of "Maternity Mapping," where a company uses an employee's absence to shift credit and shuffle the hierarchy. Being gutted isn't just an emotional reaction; it is a logical response to having your intellectual property (your project) stolen and handed to someone else as a ladder.
To answer your question: No, you should not stay with this company long-term. However, your exit needs to be a chess move, not an emotional explosion.
Here is how to handle this situation strategically:
1. The "Paper Trail" Correction
Since your boss previously credited you as the primary lead, you must ensure that remains the official narrative, regardless of this woman's promotion.
The Audit: Save every email, performance review, or Slack message where your boss praised your leadership on that specific project.
The Resume Update: Update your CV/LinkedIn immediately. Use specific metrics. Instead of saying "Led project," say "Designed and spearheaded [Project Name], resulting in [X%] efficiency, despite credit being reassigned during leave." (Keep the resume professional, but own the facts).
2. Handling the "Clueless" Coworker
Her messaging you to say she is "proud" is a power move, whether she realizes it or not.
The Response: Keep it short and icy-professional. "Congratulations on the new role. I look forward to seeing how the project I built continues to develop under your management when I return."
Why? It subtly re-establishes who the "architect" was without you sounding "bitter."
3. The "Return to Work" Interview
When you return, do not pretend everything is fine. Schedule a meeting with your boss and ask for a "Career Path Alignment."
The Script: "I noticed while I was away that [Name] was promoted for spearheading the transformation project. Given that I led that initiative and trained the team on its execution, I’m confused about where the company sees my trajectory heading. If leading the biggest project in the firm's history doesn't lead to a promotion for me, what does?"
The Goal: Make them say the "quiet part" out loud. Their answer will tell you everything you need to know about whether they value you or just your labor.
4. Why You Should Leave
In many corporate cultures, once a manager "steals" your work to justify someone else's promotion, they have a vested interest in keeping you down. If you succeed or get promoted now, it makes their previous decision look like the mistake/discrimination it was.
You are overqualified: You are certified and quantitative; she is qualitative and untrained. You are effectively her "safety net."
The Market Value: If you can lead a transformation project of that scale, another company will pay you a "Lead" or "Director" salary for it without you having to fight for the credit.
Summary Table: Stay vs. Go
| Feature | Stay | Go |
| Credit | Likely to be "shared" or buried. | You start fresh as the "Expert." |
| Salary | You are likely at a ceiling here. | Typically a 15–20% bump for new hires. |
| Respect | You will always be the "trainer." | You will be the "leader." |
What I would do: I would use the remainder of my maternity leave to rest, but also to reach out to recruiters. Treat your return to work as a paid job search. Do exactly what is required of you, nothing more, and spend your extra energy finding a company that doesn't wait for you to go into labor to give your job away.
Parents want me to turn down a full-time job to pursue a master’s degree?
I’m 22 years old (turning 23 soon) and just received a full-time job offer as an Analyst in Digital Marketing & Measurement at a well-regarded company. The role involves heavy data analysis, media performance measurement, and client-facing work. It’s my first “real” post-grad job and feels like a strong opportunity to build experience early.
My parents are strongly against me taking it. They believe that because I “only” have a bachelor’s degree (Bachelor of Applied Arts and Sciences from UNT), I’ll never see substantial growth or be competitive long-term. They want me to turn down the job and pursue a master’s degree right now instead.
My stepdad gave a hypothetical where, in three years, if I applied for a higher-level role, I’d be competing against someone who just finished a master’s in a related field — and that the employer would automatically choose them over me because of their degree, regardless of my experience from this job.
They’ve also said that choosing the job shows a lack of ambition, which has been really discouraging. I don’t feel unambitious — I actually feel like this role would help me learn quickly, build real skills, and give me clarity before deciding on grad school.
I’m open to getting a master’s later if it makes sense, but turning down a solid job opportunity feels wrong to me. At the same time, I’m struggling because my parents are very adamant and unsupportive.
For people who work in analytics, marketing, consulting, or similar fields: • How much does a master’s degree really matter compared to experience? • Is it risky to delay grad school for a few years? • Would employers really favor a fresh master’s grad over someone with 2–3 years of relevant experience?
I’d appreciate any honest advice or perspective, especially from people who’ve been in a similar situation.
Jobadvisor
This is a classic generational divide. Your parents are likely operating on "Old World" career advice from an era where degrees were the primary gatekeepers of success. In modern fields like Digital Marketing & Measurement, the rules have changed entirely.
To give you the short answer: Taking the job is almost certainly the better career move.
Here is the breakdown from the perspective of the analytics and marketing industry:
1. Experience vs. Masters: The "Reality Check"
In the world of data and digital measurement, tools and platforms change every 6 to 12 months. * The Fresh Master’s Grad: Knows the theory of statistics and may have used "clean" academic datasets.
The Analyst with 3 Years Experience: Has managed real budgets, navigated messy real-world data, used Google Analytics/Adobe/SQL in high-pressure environments, and handled difficult clients.
Who wins? In 90% of cases, the person with 3 years of experience beats the fresh Master's grad. Why? Because the employer doesn't have to train the experienced worker on "how to work." Your stepdad’s hypothetical is outdated—most hiring managers in tech/marketing value a proven track record over a piece of paper.
2. The "BAAS" Degree Factor
Your parents might be worried that a Bachelor of Applied Arts and Sciences (BAAS) is "lesser" than a traditional BS or BA. While that’s not true in the eyes of most modern recruiters, the best way to "fix" a degree you're insecure about isn't another degree—it’s top-tier work experience.
Once you have a "well-regarded company" on your resume as an Analyst, no one will care what your undergraduate degree was in. They will care that you were a successful Analyst at [Company Name].
3. Why Waiting for a Master's is Smarter
Many people get a Master's at 22 because they don't know what they want to do. If you wait 2 or 3 years:
Clarity: you might realize you love Data Science (requiring an MS in Stats) or you might realize you love Strategy (requiring an MBA). If you get a Master's now, you might choose the wrong specialization.
Tuition Reimbursement: Many "well-regarded companies" will actually pay for your Master's degree after you've been there for a year or two.
ROI: A Master's degree plus 3 years of experience is worth significantly more salary-wise than a Master's degree with zero experience.
How to Respond to Your Parents
It sounds like they equate "Ambition" with "Education." You need to reframe the conversation to show that your ambition is focused on Market Value.
| Their Argument | Your Counter-Perspective |
| "You'll be less competitive." | "In Digital Marketing, experience is the primary currency. Three years of work now makes me a 'Senior' candidate later." |
| "Choosing a job lacks ambition." | "I am ambitious enough to want to start contributing to the field and earning a salary that can eventually fund a Master's without debt." |
| "They'll pick the Master's grad over you." | "Not if I have the specific technical certifications and a portfolio of successful client projects that a student doesn't have." |
A Final Thought
You are 22. This is the time to build your "professional callouses." If you turn down this job, you are betting that a degree will be more valuable than the current market demand. That is a risky bet in a fast-moving field.
What if you looked at it this way: You aren't "saying no" to a Master's; you are "saying yes" to a career, with the option to add a Master's later as a "force multiplier."