Admittedly, I didn't really expect that an open conversation with the manager about not being able to take on more work because I was already too overloaded, would bring a solution. But I wanted to at least talk about priorities because the amount of work I do is not something a single employee can do. But I didn't expect to get indirect criticism that he didn't think I was overloaded at all. What to do? The only solution I see now is to resign.
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Like many at this company, including managers, no one understand the difference between management, and a supervisor.
Go ahead rant at your supervisor called a team manager. Their job is to baby sit you, mostly due to the company not trusting you. Some good TMs will support you emotionally and try to help but they have as much power as you do.
This company has a lot of manager layers, so much dead weight, high cost, managers above supervisory TM roles. Half of the actual managers dont do anything. The higher ups who do are tone deaf and totally out of touch with its workforce and customers.
What im trying to say is that you can harp on your TM, they cant help you, you can do the same to the section manager, and even department manager. All of these roles follow order with little to no power to make things happen.
I swear we have such stupid employees sometimes who think being an issue to the TM who is to supervise you and make sure you dont become a problem will yield anything positive beyond honest sympathy and de-escalation word tracking. Remember, your manager is a music degree grad who specializes in making whiteboards, decorating the office, planning childish engagement games, and presenting information handed down through our mile long org chain.
Even the surveys dont yield tangible change, and people who do make decisions see those results, and have for like 10 years.
Be smart. Dont put a target on your back.
More musings from a misfit. Sad, lonely, miserable.
PO, SM, TM, Tech Mgrs and above. Talking heads with no real skills or experience called “leaders” getting paid too much. Most don’t even know how to do anything. Or part of the club or related or went to school together. HR is a joke. So are the vanilla process third parties implement. Cha Ching for them all. Smart folks see through it all.
TMs are not in it for the employees they manage. Don't ever trust them.
Talk about touchy! You are going to resign because you don't LIKE your managers reactions to what you say? Thinking you would get understanding and you got the exact opposite? Need someone to hold your hand? Boy, you need to get a thicker skin. Your first mistake is caring about what they think and thinking they give a rat's bu-t about you. If you need the job for whatever reasons just do what you do for YOU and don't worry about what anybody else says. Don't RESIGN for god's sake just because you don't like what your TM says. Don't make any waves, just play their game and pretend to play nice. If you think about it, is it really worth getting worked up about ANYTHING here on the Farm?? If your TM gets off on their little games, don't get sucked in. Don't let them ruffle a single hair on your head. Trust me, they don't care. If I would've been like you and let them get to me I would've quit a really long time ago. REALLY.
I have had one really great manager and three pretty decent ones but the one I have now sounds like yours. I just quit bringing things up at all to this person outside of the usual every day stuff. Trying to just lay low til I get another new manager.
This person sends out emails with horrible spelling and grammar, so I feel like they are just a completely insecure person trying to wield whatever low level managerial power they have. I meet my metrics and keep my mouth shut. It sucks.
Every time someone here uses the word “leaders” creates a cringe
Remember---they are in management because they were trained on group think. As an employee you have no freedom of speech nor thought. Given that, there is no such thing as inclusiveness nor tolerance.
Never had a manager try and develop me. Most hardly have any actual technical experience. So if you want a technical role, and think you can qualify, you are still SOL, and on your own. Chances are they will fire you also, as they can’t claim your development. I’m assuming they get a small $ bonus for developing people for roles, or some kind of good report.
Their kool aid cookie cutter stepford wifes. Never trust management with anything nor any of your coworkers. May sound paranoid but they will hang you out to dry. Seen it happen many times. What your intentions are will always be twisted to fit their narrative.
Your manager is a horrible leader and should be ashamed of themselves.
It's time to find a new gig, if you're stuck with that manager.
Well, that wasnt very smart now was it mister OP? See now they are going to be looking for every half second of wasted time in your day, since you've made them aware of the situation and asked for a solution. The solution always was, and always is....you do more with less. So your manager is now looking into why you the handler cannot do the work, rather than dealing with the root issue.
Meanwhile id--ts will just not do the work, say nothing and nothing will happen. Those people are getting the better rating than you since its not a problem and no one is aware.
This is why everyone just keeps their mouth shut, comes here to complain, or just ignores the issue as a non issue, because its not an issue the company cares about.
This is true for stewardship roles and non steward roles. Obviously much easier to just not do the work and be fine outside of stewardship. Inside of stewardship the people struggling with inventory just have management reassign chunks of it to others, but the people who confront management on the issue get performance plans.
What did you think we worked for adults using logic here?
I was a TM for several years in injury. It was very difficult to find time to coach/train good practices as the TM workload was overwhelmingly unrealistic to produce overall quality. You end up just telling people not to miss the critical need claims and settle for average or less on the rest. Tip will never abandon the 300 claim per rep mandate as that is what keeps expenses down and below average claim handling. This is not sustainable!
A couple things, what section and role do you have ? Have you talked to those that are able to do the work for best practices ? Your managers job is to help you develop, not just push paper and metrics. We need to do better SF leaders.