It's a known fact my manager is a bad manager.

Anonymous

February 19,2024 at 2:16PM UTC

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It's a known fact my manager is a bad manager.

I've been with this company for a year now and I'm slowly losing my mind. Its been verified by HR my manager and a few others are on a coaching plan to be better managers else they will be ICs.

When I started this team can barely write a meeting agenda and I created a few processes and templates for better organization and planning. We just had reviews and i was given an inconsistent performer in 1 category. When I asked for examples to help improve he said it would take too much time to go into my past work. For any engineers or pms in the room, he says my Jira Tickets are not done well but never gave examples. But everyone in company writes it differently and I follow the format that the engineers prefer. Everyday for last 2 weeks he keeps pointing out my ticket performance in front of others and embrassing me...but still no examples from him of what i need to change.

A week later the VP of our team awarded me a special bonus from discretionary fund to thank me for my hard work.?

I literally just came from a company where there was proven biases against me (lawyers were involved) so im really tired of this game.

I just wanted to vent. Sometimes I just want to quit on the spot especially when the company knows people are being treated unfairly.

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AnonymousFebruary 19,2024 at 2:35PM UTC
I suggest you have a meeting with manager and share your feelings in regards to them criticizing your work in public. Also, that you have asked for examples of what you have done wrong and they haven't been provided, how can you improve if you don't know what the issues are. I would recap the conversation by email to them for your records in case they try to retaliate or terminate.
AnonymousFebruary 23,2024 at 12:57PM UTC
Thank you
AnonymousFebruary 19,2024 at 3:50PM UTC
So if your manager is already on a coaching plan and HR is aware, you should discuss the performance review meeting with HR and let HR know that when you asked for an example, your manger was unable to provide you with one. Let HR know, at a minimum, you can accept making improvements only when specifics are pointed out for to to improve. It can't just be a blanket, general statement. Then HR will have to go back to your manager so that he/she can provide you with an example. The process should be about helping you to make improvements. Not belittling you or discouraging you. If they are working with manager and coaching him/her. The manager should take time to work with you. Otherwise it sounds like they are just trying to force you out. Don't give them that satisfaction, unless you have a new job already lined up with a offer letter and start date.
AnonymousFebruary 23,2024 at 12:57PM UTC
Thank you
AnonymousFebruary 22,2024 at 5:55PM UTC
You have some advocates there clearly shown by the VP of the team who is likely also struggling to get the wayward bad managers under control. Perhaps ask for a skip level meeting with them and give them some real feedback (not whining and not finger pointing) but to tell them you are committed to helping them and then go into how your specific skills and what you have done to optimize has already helped. Ask them what and how you can additionally support the team from your role or are there any other areas they want you to focus on because you are simply not getting enough granularity from your direct. Be kind in the conversation. Ask for a follow up and be sure that you let them know that you care. You might just be surprised by their actions if you remain positive while secretly feeling the way you do. They may be seeing a different side of those managers or they may not be aware of the issues. Give it a shot and if this doesn't improve in say 60/90 days start to consider moves elsewhere. Then you know that culturally your being there doesn't matter.
AnonymousFebruary 23,2024 at 12:57PM UTC
Thank you
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