Should I stay or should I go?

Anonymous

January 22,2023 at 1:47PM UTC

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Should I stay or should I go? ?

I've been at my current job for over 10 years. I feel at home in the company, know and love my subject matter, and my last 3 managers tell me I have great instincts and I'm a natural people manager. I've worked really hard to get into management, and I'm finally here! I love the people on my team and I have invested a lot of time and energy into building a strong team culture that I'm proud of.

The problem I am experiencing is we have a new department lead who is a bully. In following my instincts throughout the last few months, every time I speak up with an idea or a question, this person immediately shoots me down, often in public and in front of my direct reports. I'm not the only one experiencing this. Several people who have been here for longer than I have express the same concerns. And I've seen this person do the same thing outside our department when they aren't getting what they want.

This doesn't match my core values as a manager or as a person, and I'm really struggling with what to do next. Do i keep my head down and try to outlast this person? Or do I pursue other opportunities that align better with what's important to me? I genuinely care about my team, and the idea of leaving them makes me sad, but I also feel genuine disconnection from the way this person leads. Help!

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Jennifer TaylorJanuary 22,2023 at 2:15PM UTC
Have you discussed this person’s behavior with your manager? That would be my first conversation.
Maggie StoneJanuary 23,2023 at 2:26PM UTC
Speaking with my manager would be my second conversation. As Gretchen said, I would address it head on (e.g. excuse me, I wasn’t finished. Or, “We are brainstorming and problem solving here. Let’s wait until after that process is done before we evaluate possible ideas or solutions. We don’t want to discourage people from contributing.”). If addressing it in the moment doesn’t work, then I would speak to her 1:1, and then go to a manager. If she gets reprimanded, that may only add fuel to the fire.
Reb562January 22,2023 at 3:32PM UTC
I would try to find a mentor (preferably one really respected) to have your back. A few times in my career, being a Hispanic, young, plus size woman in the corporate world, I was bullied too. Knowing someone was going to give me good advise and be able to let me speak during important events, gave me the confidence and the ability to shine. Don't underestimate the power of a mentor.
AnonymousJanuary 22,2023 at 9:51PM UTC
You have been at your company for a very long time. It's bound to change and evolve. This is natural.
If you value comfort and cozy friendship and safety from longer then keep your head down and give your new lead the reins. No more ideas or suggestions. That is over.
If you want growth and a,better environment then move either within the company or outside the company to a new job.
Unfortunately this lead is running their own show.
AnonymousJanuary 23,2023 at 1:13PM UTC
"Pursue other opportunities that align better with what's important" to you.
You care about the team. I doubt your department lead does...
AnonymousJanuary 23,2023 at 1:48PM UTC
My heart hurts for you. I was in the exact same position. I tried to work it out. I talked with my manager. I talked with HR. I talked with other mentors to work it out. No one helped it became such a type of environment that more bullies were hired. I had built my team from the ground up with 10 solid performers who I was crazy about and they delivered unbelievable things in the end I had to leave when you’re not supported in these environments, it can get very very toxic since I left, two of the bullies have left and the lead has been demoted. The team has disbursed and most have left the company as well. It broke me to see something so great fall to pieces because of this type of environment. I don’t have many real words of wisdom, but if the department lead or others won’t help then it’s a really difficult situation for everyone involved. Sometimes you just have to recognize when companies just want to sweep it under the rug and when they truly want to fix an environment and culture. For me, I had to leave. That is not the choice for everyone however, I would seriously consider if this is going to get better or if it’s going to get worse my thoughts are with you. This is a very tough situation.
AnonymousJanuary 23,2023 at 1:29PM UTC
I encountered the same type of bullying from my boss, also the department lead. This person was not equipped with the emotional intelligence needed to manage people. You’ve put in your time, try to learn as much as you can managing people (it’s a never ending learning curve) and explore your options. Based on personal experience and many publications, you’re likely underpaid in your role.
Gretchen SkalkaJanuary 23,2023 at 1:47PM UTC
Please don't let one person change your mind about your work.
Please also don't let it go unaddressed.
This is hard - I know!
When I was a young professional, an older person and leader in the department did just the same to me.
I got advice from several trusted sources and did confront the bully.
I let them know - in NO uncertain terms - that I would not tolerate being spoken to or belittled in that manner again. Ever. In public or private.
You have to address it in the moment - but you can do it tactfully.
Do not raise your voice. Do not animate.
Simply address the statement or behavior when it happens.
Example:
X person interrupts or belittles you
YOU: I do not tolerate being belittled in any manner. Please adjust your tone and word choices before speaking to or about me again.
Belittled, bullied, interrupted - whatever the offending behavior is.
Once can be written off as incidental - but repeatedly displaying this type of behavior must be addressed.
Sometimes the offender is so used to this behavior- perhaps it's a lifelong pattern - that they don't realize how inappropriate it is.
-- SOMETIMES - doesn't make it right or justified but another reason why it's good to address it head on.
It will help the others on the receiving end of the behavior, as well.
Kimberly GrahamJanuary 23,2023 at 4:10PM UTC
Your opening paragraph shows that you seem to enjoy everything else about the company and your role so I would try to outlast the person. Good luck!
AnonymousJanuary 23,2023 at 6:59PM UTC
If there is an HR function seek them out and use them to help you navigate internal politics. They should not exist but we all know they do. IMHO the best approach would be use your newly found leadership skills to gently guide them and give them some tough love in private about feedback you are hearing from your team and others about how they deliver some of their communications. Let them know that there are ways to do this sort of thing (negative feedback or coaching) but never in an open group setting. Don't let them take you out of a job you love. As a manager your job is to uplift your people, protect them from this sort of thing and course correct when needed. Good luck, don't give up!
Kathy LeskiJanuary 23,2023 at 7:08PM UTC
I'm a big proponent of open door (ability to go to any level in the organization with an issue). However, the first door would be your manager. I'd ask for a 1-on-1 meeting to discuss their expectations of you as a manager. Be honest about their style of communication to date, especially if it contradicts their expectations. Yes, some people don't realize how they come off. If the behavior continues, I would log the times/what was said/who was in the room. Then take that info to HR. Good Luck!
AnonymousJanuary 24,2023 at 12:48AM UTC
Life IS short. You've been there 10 years, but HR protects the organization, not you. The toll on your psyche working with a bully will become unbearable. They have shown you who they are. I would look for other opportunities while I've still got a job.
Zeecil KimmelJanuary 24,2023 at 1:19PM UTC
I could not agree more. Companies that appreciate their workers would not allow this type of individual to have the kind of power he has now. I worked similarly for a long time at a company and did all the right things and was told I would get promoted. One day I woke up looked around and realized the only person who cares about me - is me. And I found an amazing new job and never looked back. There is better out there open yourself up for it.
AnonymousJanuary 24,2023 at 4:10AM UTC
I suggest that you pursue other opportunities, if only to see what is available and how you fit. There is no downside to doing this, and there is possibly a great deal of upside.
If multiple long-time employees are experiencing the same problems with the department lead, could you report these difficulties as a group to HR or to a senior manager? It sounds like the department lead needs to be retrained or removed, and a group complaint will have more credibility and impact than an individual complaint.
AnonymousJanuary 24,2023 at 1:29PM UTC
Find another job. This day and age, moving is where you get the most benefits--higher salary, better vacation time, etc.
Lori CasoJanuary 24,2023 at 1:38PM UTC
Invite the elephant into the tent … ( there’s a famous quote that this comes from: “Better to have the elephant in the tent pissing out than outside the tent pissing in.”). Every bully that I’ve dealt with, both inside and outside of work - I befriend!
Yes, I take the time and get to know them better. It doesn’t have to be very time consuming… after the call, phone the bully. “Curious, what was it about my idea that you didn’t like? “ DO NOT be defensive- actually ask their opinion. Make them feel important. Bring them into the tent.
You might be shaking your head, but please at least try it! It’s a lot less time consuming than finding another job…
Tammy WeverJanuary 24,2023 at 1:42PM UTC
Definitely worth a try especially if you don't want to leave!
Arlene Frances Gottardo (Bryak)January 24,2023 at 1:39PM UTC
Who’s the big boss? You must have met that person. Ask for a one-on-one with the owner, chairperson, etc. If you really love this job, kind of fight for it.
AnonymousJanuary 24,2023 at 1:44PM UTC
If they're new to the company and new to the department, it might be worth waiting them out. Many times people like that are always looking for the Next Big Thing and won't stay long. If this was someone who has tenure inside the company but is new to your department, then them being out of there quickly is less of a sure shot, but still possible if they have no support from their department.
AnonymousJanuary 24,2023 at 1:45PM UTC
There's a possibility this person uses bullying and intimidation tactics to offset their lack of competence. If you have 10 years of positive evaluations and have earned the respect of colleagues, then taking your concerns to HR is warranted. People with NPD can interview very articulately and with confidence. But they can quickly become toxic and erode an organization's success. Do document dates and times and what this person said prior to going to HR. If HR or upper management doesn't take action, then I'd seek career opportunities elsewhere.
Kiley NicholsJanuary 24,2023 at 1:48PM UTC
I agree with Arlene that a direct 1-1 with this bully citing evidence of their behavior could help. A talk with HR might also reveal if leadership sees the bad hire they made.
But as someone who recently dealt with this behavior at a company I considered myself a lifer at, I also feel strongly that if you are considering leaving, a part of you already has, and you should listen to her. I really lean into that saying “if something isn’t a hell yes, it’s a no, and for you, it sounds like this environment is no longer a hell yes. If this person has been around 6 months or more, they aren’t going anywhere. You need to prioritize your advancement and mental health over the colleagues and company you value. I know how hard that is. <3
Katherine Metres Akbar, Interview Coach & Resume ExpertJanuary 24,2023 at 2:02PM UTC
I'm sorry you are in this dilemma and glad you shared it, as it's a great career topic.
As others have pointed out, there are more options than the two you present. First, I would adjust your thinking. Labeling someone a bully in your mind is not helping the situation. You could reframe it with responsibility as, "I find X's way of responding to my comments discouraging." This reframing may make you feel more calm and show you that this may be a manageable problem.
Second, before either accepting a painful situation or seeking out, you owe it to yourself and others, including the lead, to be direct about your concerns and how you want things to be different. Model your values in how you handle this. Request a private meeting and share your concerns using factual and "I" feeling statements, like, "The other day, when I said X, you said Y, and I felt hurt/angry. And [second example.] You certainly have the right to your opinion. That said, I would appreciate having my ideas responded to with more respect. I am also concerned about the impact on team morale of this pattern of communication. [Give an example of seeing someone stop speaking up or show that they are hurt.] I wanted to bring this to your attention privately in the hopes that something could shift."
Even before you bring this up, I would lead with what you like or appreciate about this person. This will put them in a more receptive place. You might be amazed at how this conversation can put a cranky person into a more aware place where they will try to do better.
If this intervention isn't at all successful, then you can escalate, for example by using the type of public response someone else suggested on here.
Finally, you can move on to a new organization. And if that's the way you choose to go, you will likely get a big salary bump. Maybe some of your team will even follow you. But I think regardless, you will be glad if you practice the kind confrontation skills I have outlined here.
For more information about career success and job change, you may find our blog useful: https://www.yeswriting.com/job-success-blog/
Be strong, be kind, and please accept my best wishes for this situation to be resolved for the highest good of all concerned.
Leo FrenchJanuary 24,2023 at 2:21PM UTC
Far be it from me to tell you what you should do . I will however suggest you take time and look at where you're at in life and where you want to be down the road recognizing that life is short.
AnonymousJanuary 24,2023 at 2:29PM UTC
I was in the same position as you two years ago.. I was in my company for 10 years, believed in the mission, etc. etc. We don't leave the company we leave because of the people. I was nervous about leaving and going into the unknown but life is too short to put your beliefs in that situation.
AnonymousJanuary 24,2023 at 2:45PM UTC
start documenting everything and do not leave because of a jerk
G C HesseJanuary 24,2023 at 2:55PM UTC
Use your audio on your cell phone to document.
Focused721350January 24,2023 at 3:11PM UTC
Good Morning,
Well! From my experiences in work place or actually where ever! People who generally act and misbehave (BULLIES) are very Insecure. Has nothing to do with you per say! That's just them! Your bright and know your job and sounds like you have GREAT IDEAS!!!! To that Lead person! It probably is like a threat! Because of your Great attitude and Great ideas! Oh trust me on this! Been there and done that! The thing is! those people test you and hoping you will quit! Your a SMART COOKIE! Stay tough and just ignore their BS! Eventually! It's going to catch up on them and guess what! Their GONE! BTW! YOU GOT THIS!!!! NEVER LET SOMEONE PUT YOU DOWN EVER!!!
Good Luck and God Bless You, Ms. T ;)
HeyyyJanuary 24,2023 at 4:32PM UTC
Insecurity in bullies is a common misunderstanding. They usually have very high self esteem, but no emotional intelligence so they take out their shame on others. A great read: https://www.theguardian.com/careers/2017/mar/28/the-psychology-of-a-workplace-bully
AnonymousJanuary 24,2023 at 7:58PM UTC
With that in mind, it may help to ask, in private, what they intended to accomplish by shutting you down. Then explain to them how it made you feel, "It made me not want to offer any ideas" or "it made me feel like my opinion didn't matter."
Focused721350January 24,2023 at 11:38PM UTC
Maybe in your opinion. But! my experience NO!
Richard S. TidymanJanuary 24,2023 at 3:39PM UTC
Give them a copy of Brene Brown's "Dare to Lead." If they love it, there is hope. If they hate it, someone needs to go. Maybe give it to their supervisor and make it a company wide read.
AnonymousJanuary 24,2023 at 4:37PM UTC
If they wont even let people talk in meetings without shooting them down I would be very surprised if they would ever read an entire book recommended to them. I guess getting a rejection though would just be par for the course.
AnonymousJanuary 24,2023 at 4:19PM UTC
Perhaps a conversation with a trusted person in HR would help. Since it's not just with you, HR may be already getting info about the person's behavior and possibly could step in with some coaching to give the person the opportunity to improve. It's just a matter of time until the person's behavior catches up to them, it's just a question of if you can tolerate it until it either improves or the person is gone. Strength in numbers - the more people that come forward with valid facts and how they feel undermined and/or harassed (not making it personal or a complaint sessions), the more weight it carries with HR.
HeyyyJanuary 24,2023 at 4:36PM UTC
I say you gang up with others who feel the same, be sure to document these interactions with date/time/notes of convo + comments, others should too. You all need to either go to HR and/or start pointing out her behavior to her on the spot, but calmly and objectively. This is unacceptable and they continue to bully because everyone just puts up with it. Here's a great article you might find helpful: https://www.theguardian.com/careers/2017/mar/28/the-psychology-of-a-workplace-bully
AnonymousJanuary 24,2023 at 5:05PM UTC
The best way to approach this is going to HR and make a formal statement
AnonymousJanuary 24,2023 at 5:22PM UTC
First, take the time to chat with your colleagues, who you think are also experiencing this. Objectively, without swaying them, get their thoughts and feedback, if you trust that they won't immediately go to the offending person. Then, secondly, "journal" all the specific incidents that you have had, or are having, with this person. Documenting it can often be a good tool for analysis, and also to use when you reach out to someone who can assist. Third, do you have a mutual boss? How empathetic will she/he be, if you discuss this with him/her? If the answer is that you don't know, or think they will not be empathetic and proactive, then a better step is to go to HR, with your concerns. However, keep in mind that HR is there to protect the company. So, you might be better off, working with your mutual boss to see if this situation can be handled, and made better by his/her intervention. Good luck.
Horia Patience ProssairdJanuary 24,2023 at 5:28PM UTC
Go to HR with your concerns first, then find a way to have an honest conversation with this person but leaving a job and team you love is perhaps not the best way to handle it unless this new lead is toxic and creating a toxic environment.
But I won't leave without giving them my two cents??‍♀️
The Williams WeddingJanuary 24,2023 at 9:06PM UTC
Just my 2 cents from a lot of Corporate America experience, Dept. Leads like that don't last very long. You would've given up a great management job that you absolutely love and was perfect otherwise -- only to find out that the problem child was let go several months if not weeks after your departure.
I've seen this happen very often. Try to stick it out if you can bear it and it's not causing you severe mental health issues. I'm sure everyone in the org. knows this person is a problem but HR has to do things the right way -- and that can take time. Or in some cases, HR will reallocate him/her somewhere else in the company, which is quicker.
In the meantime, voice your concerns to HR in a professional way. The more people speak up, the better. And document, document, document.
If it's legal in your state to record conversations (on your phone is best) that you participate in without the problem child knowing, do so! The stronger your case, the better.
AnonymousJanuary 29,2023 at 12:11AM UTC
HR does not listen.
The Williams WeddingJanuary 30,2023 at 6:23PM UTC
True in many cases. And I totally understand what others are saying about HR being there for the benefit of the company not its employees. But a caveat to that is HR is also there to prevent the company from being sued and no 1 person is above that. So if there is a problem child and enough people are voicing their concerns to HR in the correct way, it will often lead to disciplinary actions simply due to the fact that the HR does not want to expose the company to potential lawsuits or damaged reputation in the media. I've seen that happen quite a few times as well. So addressing the situation may not be due to HR really caring but rather protecting the company.
Farah BajwaJanuary 24,2023 at 9:29PM UTC
I think speak with HR. If only to bring it to their attention so that they can keep an eye on others who are experiencing/thinking/feeling the same.
AnonymousJanuary 26,2023 at 7:32PM UTC
In my situation... the line is running out the door. LOL
Farah BajwaJanuary 26,2023 at 10:05PM UTC
Sheesh! so you're not alone! In this case, if you really like your job maybe what's needed is a little patience. Explore what's out there of course at any time because only you will look out for yourself, but still stay to see if anything will be done to either dismiss him or have him modify his behavior. good luck!
AnonymousJanuary 29,2023 at 12:10AM UTC
Hate it and the way they treat us. I'm off to better grounds. I got hurt on the job though. I have a friend that still works there and she got hurt. They sent her a bill.
She refuses to put in for workers comp or leave. Sad state of affairs.
AnonymousJanuary 25,2023 at 1:03AM UTC
Sit down and make a list of the core values that are important to you. If they do not truly match up with the organization that you are currently working at, then pursue other opportunities.
Lisa MarieJanuary 25,2023 at 4:50AM UTC
After 10 years and growth, you are wondering if you should let a "new comer bully," make you leave the comfort of what you know and love... to go out into a new place/world with even less amiable people?
Why not simply tell the person what they're doing, and ask them politely to refrain from those actions?
Why not inform HR and that person's manager about the bullying/less than desirable behavior?
Sitting down and taking it, and simply "documenting" the behavior *is not going to make it stop* so just be direct and let the person know their actions are disrupting an otherwise enjoyable work environment.
AnonymousJanuary 25,2023 at 1:33PM UTC
From where I sit, calling someone a bully and rabble rousing people around her back with complaining to HR about her values is a bullying act in itself.
Why not have a conversation with your supervisor about what bothers you and listen to her feedback about your behavior as well. I have a feeling that this is a two-way street of issues.
Do you have some resentment that you have a new leader who is changing things? It’s interesting that you talk about “your team”? Isn’t her team too?
AnonymousJanuary 25,2023 at 7:08PM UTC
You are correct that a talk with the department lead might be fruitful and should be attempted if it has not already been.
That said, I don’t feel that this response aligns with the original post.
OP hasn’t taken any action yet, but is just presenting observations. And OP is already a manager with a team. Yes, OP and OP’s team also support the department lead, but that doesn’t invalidate OP’s reference to OP’s team.
AnonymousJanuary 25,2023 at 7:41PM UTC
Have seen managers get destroyed with the “bully” label when in fact there was much more to the situation than met the eye. So I am sensitive to both sides of the story. In my view, best thing to do is be transparent and perhaps have a direct convo, if needed with HR there, so there’s no anonymous mud-slinging and better chance at constructive resolution.
AnonymousJanuary 26,2023 at 10:47AM UTC
HR represents the company. HR only lends an ear to employees.
AnonymousJanuary 26,2023 at 7:31PM UTC
I filed a complaint and was told there was going to be an investigation. None of the people I mentioned were interviewed... LOL
AnonymousJanuary 27,2023 at 6:48PM UTC
That’s a good reason to start looking for another job immediately.
AnonymousJanuary 26,2023 at 5:23PM UTC
Personally, I would skip the conversation with your upper. If 'this' is how she/he 'naturally' presents themselves, to the world, in the workplace; and other tenured employees have noted it also; unless said person is terminated due to some other type of violation, nothing is bound to change. I left a bullying situation that was rather unique, insofar as the head bully (bullies) could/would never be fired in the name of 'free' 'help' they provided to the organization. People that present themselves as bullies in the workforce, lack morality, and any common sense. It is always your call unless they are actively trying to get rid of you. I would stay until it is unbearably uncomfortable if the job is suiting you favorably, otherwise. Nothing new here as far as actionable tasks to attend to. Update your resume, and just begin to look elsewhere. You don't necessarily have to leave right now, or ever. Just be ready. You will know what to do....as time goes by. Best of luck.
AnonymousJanuary 26,2023 at 7:29PM UTC
You would still do that after "three" conversations with your boss to get comfy feely? After a boss, who shows up an hour after your 12 hour shift ends to "discuss" the situation, and manages by watching the camera, I would not continue to have conversations with.
AnonymousJanuary 27,2023 at 2:56AM UTC
I would agree you but I’ve seen this type of behavior not to me, and those type of managers don’t change. It’s who they are and they run people away. It’s narcissistic.
AnonymousJanuary 26,2023 at 2:22AM UTC
Take the balls move and go find a new job,just putting in the job search will empower you,and you will never regret walking gracefully away from a bad situation. You are Golden and of high value with all of that time and experience in the job market right now and watch yourself get better company that will actually value you ,with better pay and benefits too! It worked for me and it could work for you too,Amen!!!
Instead of setting yourself up to be lynched , because every company that has a bully knows it and they are corrupt for allowing it,they don't want you letting out their secret,and they would do anything to make you look bad for pointing it out to them,so don't give them any leverages. You simply outgrew the position and went for a better offer, it's the American way(freedom to pursue happiness)
The less people are willing to actually make themselves work with such corruption the better off we all are ( you get to avoid undue stress and worrying about your job and wether or not the bully is in a good frame of mind each day,and f*** that! Bullying in the workplace is a hate crime that too many people rationalize as due discourse . If working conditions and pay were more reasonable and realistic ( actual team oriented group helping effort,instead of some contest people would find more satisfying work-life balance and not feel threatened. The only way to get it is to go for it and be relentless in your search for what you want( it's easier when you are already working ) it worked for me and can work for you,it was way worth it because all of the talking to HR and side bar conversations in the world won't change the bully place ,you just have to leave it with grace and without retaliation because you will leave them to take care of their own mess ,it's not your problem anymore and a mighty amen to that!!! God speed sister it can be done! PS skip the whole 2 weeks notice ,if you think they actually care about your well being they would address the bully, don't let them leach anymore of your valuable time that could be spent better with a real company that actually values your work ethic and skills ,as soon as you get the new position leave ASAP because it's a better deal you are not going to miss out on. Because at the end of the day you get to sleep without fear about what's going to happen to you at work anymore and wether or not you have protection,Amen!!!! # Because I am worth it!!!*****
AnonymousJanuary 26,2023 at 10:42AM UTC
It saddens me more and more when I read of these accounts. I too experienced the promotion of a bully / drama queen / chaos creator where I worked. Some non-staff people had reported she was hostile to them. We tried to tell the manager who promoted her about the toxic personality to no avail. No management skills, poor people skills, especially if she disagrees with your assessments.
My Mom used to say that bad management ruins good employees. I have seen it with my own eyes and experienced that myself. Ideas dismissed, etc.
As difficult as it was to leave, I'm glad I'm not working there anymore. My mental health was taking a hit. Blessings from above gave me strength.
AnonymousJanuary 26,2023 at 7:30PM UTC
P S Do not listen to any of the posts about approaching HR and actually trying to bring the bully up to speed ,you would be asking to be targeted and make it worse. And we'll have none of that making it worse for yourself stuff ,move on and leave the chaos to them ,the bully will do it to someone else it's guaranteed,so let it pass and leave.To let it pass the only way out is really to find a better workplace,it's time to leave.
Tell them you have received a great undeniably good offer which you really will and you will find peace, and a way better job too!
Do not drink the corporate Kool Aid about approaching HR and approaching the bully ,it never works,but walking away from a toxic cancer producing stressful situation works wonders and a big Amen to that!!! My great Aunt survived a Nazi concentration camp by refusing to get in the pit with the others to be shot in a mass grave by having the balls to ask the Nazi guard ,"what happens if I don't get into the pit,and he let her run!!!" It can be done,you are worth it Amen!!!
AnonymousJanuary 29,2023 at 7:24PM UTC
This person knows exactly what they're talking about.
Arlene Frances Gottardo (Bryak)January 28,2023 at 9:23PM UTC
Again, if I like my job, my coworkers, etc., I am NOT gonna let some new boss push ME out. I’m gonna say something.