Hello everyone,
I need some help with either how to deal with my situation or work on improving it.
I’m a property manager for a very expensive development. I started with the company since they started the project and have exceeded all the target goals for sales, budget, and NOI. Two previous years, I have reduced the budget by 10% and increased NOI by 6%.
We have been working with a two-person team, myself as a manager and a leasing coordinator, plus a maintenance tech who is considered part of a different department. My boss is in a different state and only talks to me when she needs something or we have an issue. In March of 2020, my coordinator went on maternity leave and my boss did not provide any support during her maternity leave. I have been asking what the plan was the entire time she was pregnant only to be told that we would figure out when the time came. When she left on maternity leave, COVID hit, and I was left alone to manage the property, clean the property, and do some other duties that were not mine to do but I did them in order to keep things organized and maintained. From March through June, I worked overtime and did not receive any overtime pay or even ask for it since I am salaried.
During my review in August, I told my boss I was burned out because she mentioned that I do not seem as engaged as I was before. I was surprised because one, she is not around to see it, and two it was a slow season. She said it was partially my fault because I did not ask for assistance or help, although I have. At some point, I got tired of asking because she kept putting it off.
In December, I received verbal disciplinary action because I seem to show the attitude of being better than everyone, not taking people’s suggestions, and not being engaged, and dropping the ball on social media. She referenced that I post on my own social media and do not post anything on our properties, but our sales and NOI were exceeding numbers. She said that people are saying that I disengaged again and asked if I’m even interested in working for the company anymore.
Last week, she said a similar thing. Said I’m disengaged, not getting things done, and that she’ll need to start micromanaging me. I’m blown away to be honest because we are still exceeding all of our goals, we are a month ahead on our sales numbers. She asked me again if I even want to work for the company or if I need help finding a new job. I’ve been staying late at work and skipping lunches to get all the projects done. She said that I shouldn’t have taken a day off without permission (although I had asked for Friday off four months ago due to getting married) because our building is opening up and I needed to make sure everyone was present.
Micromanaging is the worst I have ever experienced in my life! She texts asking what I am doing every 30 minutes and has me send her everything that I did during the day. She asks to send pictures of the items that I have completed as proof of competition.
I am 6 months pregnant and do not have the ability to leave the position. Please help me on how to make this situation better! I am in tears at work and it’s just not pleasant being here at all, even though she’s in a completely different state.
12 Comments
12 Comments
Kat
249
FGB VIP - Sharing knowledge, providing support
02/16/21 at 8:59PM UTC
I know you don't want to hear this, but you have to leave this position at some point. Maybe after you have your child you can take some time and think about what you want to do instead. Your boss is either projecting her issues/insecurities onto you or is trying to force you to quit without actually firing you. You are a very dedicated, high performing worker. However, you are being treated terribly because of it. You're not being compensated for the overtime you've put in and not getting help when you ask for it. Of course you're going to find it difficult to be engaged under these horrible conditions. No job is worth being stressed out and constantly crying because of it, especially when you're pregnant. Bide your time until your maternity leave and then figure out your next step. Don't undervalue your skills, self-worth or how much you should get paid just because your current boss does. There is no pleasing your boss, so don't try. Focus on what you need from a job, not on how to placate your selfish boss.
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Anonymous
02/16/21 at 9:11PM UTC
Is part of your compensation package based on the metric you mentioned? I have a friend who was in a similar situation as a residential sales manager and it turns out they wanted her gone because the metrics were always being met and they didn't want to pay her bonus/commission. They replaced her with a sales assistant and a "to be hired" sales manager. They never hired the manager, it's been 3 years and that role is still open and the assistant is doing all the work of a sales manager but won't be promoted because they don't want to pay commission, the assistants only get hourly pay.
User edited comment on 02/17/21 at 3:16PM UTC
1 Reply
Benazir Nasimova
25
MBA Graduate in Minnesota
02/17/21 at 12:56PM UTC
That would make sense! Yes, it's part of the metric and I've received every bonus possible since starting. Now I'm wondering if me going on maternity leave is the perfect time to get rid of me? I'm training my coworker to do my duties so the property doesn't fall behind while I'm gone.
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Anonymous
02/16/21 at 9:53PM UTC
Make sure you document Everything you did, dates and times if you have them. Document what you've done, where the metrics stand (download them if you can) and essentially build a case in case you need it in the future, especially if they try something during your maternity leave. No more overtime. No more over and above. Keep your professionalism and as pleasant a disposition as you can. Then, find something else while on maternity leave and leave on your first opportunity. Protect yourself first. No company, regardless of how friendly they seem, won't cut your throat if it suits their needs and this is a case where your boss is taking you for granted.
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1 Reply
Benazir Nasimova
25
MBA Graduate in Minnesota
02/17/21 at 12:27AM UTC
If her standard is staying late, wouldn't that go againsty performance?
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Anonymous
02/16/21 at 10:28PM UTC
In your Supervisor's documentation trust me she is tracking each time she warns you of disengagement and offers help in a job search. This is Text book HR b.s. and her request for items worked in is in the file she is building. Please compile your own file with copies if requests for support, each time you are reprimanded for disengagement. Copy every status report, every thing you are required to provide in the way of work product, etc. You will need this to answer the complaints your boss has against you.
Your boss is being coached on how to establish a decline in performance and grounds for dismissal. While your targets are being met, she is trying to make the case that there are non-metric portions of the job that are not being met. Just be prepared. She will be making substantial changes when you're on maternity leave.
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1 Reply
Benazir Nasimova
25
MBA Graduate in Minnesota
02/17/21 at 12:27AM UTC
Thank you so much! How would I track the non metric portions? She mentioned that I didn't stay late enough, how would I combat that?
2 Replies
Anonymous
02/17/21 at 1:21AM UTC
You mentioned things like social media posts. If she asks for a picture of something completed & looking good, post it on the company social media page :) Do it later in the day, so the timestamp shows how late you stayed. But yes, get ready to leave that job because it sounds like your manager is making up reasons to push you out.
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Anonymous
02/17/21 at 12:14PM UTC
I would send out an email each evening stating you are available 24/7 via a cell phone number for any urgency that might crop up over night or during the weekend. Every single night remind her via email that you will be leaving the office but will be available by phone in the car and at home. Tell her you generally eat dinner at 6pm but will keep your phone next you at all times if she needs you for emergencies. Ask her to please check in asap if anything at all comes up.
Micromanage her the same way. While she may test you occasionally, her commitment rests in showing your lack of commitment. If you constantly prove in writing every single day that you are available and willing to do be available 24/7 you prove her wrong. Be consistent and very clear every single day in writing. It will exhaust her. If she tells you it's not necessary, do it anyway or send the same email each evening to coworkers only. So that when it comes down to proof of your disengagement you can prove just the opposite. The same email every evening before leaving. Copy as many coworkers as possible too. It's gamesmanship. You have to play the same game. Micromanage her to win at her game.
User edited comment on 02/17/21 at 12:47PM UTC
1 Reply
Anonymous
02/17/21 at 12:23PM UTC
Also, for leaving on maternity leave look up your states policy on being asked to work while on your family leave. My HR department was actually sued for not informing management that no work was to be done once on leave. Since that time, my company is extremely strict on phone calls and requests for various support from anyone on leave.
Phrase the email as your desire to support. "I would love to help support you while on leave but given the strict legal guidelines we will need to keep our communication extremely selective. " then she's been warned it's not part of your responsibilities.
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1 Reply
Anonymous
02/17/21 at 2PM UTC
It's hard to guess another person's motivation, but this boss doesn't seem intent on good.
The stress is not good for you and your baby, period. I would document, yes, but would also explain the stress to my OB, asking for a note that I am under her/his care.
Under such circumstances, a doc can often prescribe what amounts to decent human work conditions - limiting work hours to 40, with regular breaks and meals, and time away for appointments.
If you haven't already, contact the disability provider that coordinates your leave benefits, if you have one. It's not too early to manage expectations with your employer. And the writer who spoke of the no contact rule during disability (maternity) leave is spot on.
Meanwhile, your other documentation should include your great reviews, notes of bonuses paid, coverage you provided for others, and details on overtime-eligible tasks (e.g., cleaning) for which you were not compensated, and an estimate of hours engaged in those.
Consider contacting your state labor department and/or EEOC as part of the documentation process. It's a good way to understand your rights, and can help you prove a case for an unemployment claim, if it comes to that.
I would look for another job as soon as feasible, but understand your reasons for hanging in right now.
Wishing you all the best and a happy, healthy pregnancy and baby!
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