Managers don't care about their teams, they just assign work at the last minute and nitpick every little thing. Employee engagement is basically nonexistent, and we've got layers of middle managers who contribute nothing. The disconnect between our teams in different regions is huge, and nobody seems interested in fixing it. They send out surveys asking for feedback, but nothing ever changes, and the town halls are just performative. Then there are layoffs. I don't know a single person who's actually happy working here. Some people are comfortable, sure, but happy? No.
11 replies (most recent on top)
@jg you sound like my manager, I absolutely hit the magamillions jackpot with my manager and job role. been here less than 5 years, and if my manager leaves i probably will too. Please keep doing what youre doing.. You probably dont get told often how much you mean to them, but just know you are likely the only person keeping them grounded.
Look, I'm a people manager, and I get it, this is not the Fidelity from 10, 20, years ago and it su-ks that we've lost that Fidelity "I bleed green" values and uniqueness that set us apart from the rest. But you have to move forward, try to upskill (AI) and stay relevant. I'm not jazzed about coming into the office everyday either and I empathize with those who have long commutes and have young kids or have special circumstances for which the new policy has no flexibility. As middle managers, we're trying to hold it all together, with pressure from above and in trying to support and be the voice for our associates. I do appreciate that the younger folks have helped to shift the thinking of leadership, but we still have a lot of old school mentality that will take time, or until they retire and younger blood can shift perspectives at the top, including Abby. Not all managers su-k and I think about and support my team and their personal achievements. Do what's right, further your skills so you can be competitive at Fidelity or elsewhere. The job market is not great out there for most. Find your balance, which is hard, I know, from personal experience. Find a place mentally that can sustain you and for what needs to get done day-to-day and which will keep you off of any HR report or list. If you have a sh!tty manager, I'm sorry. Position yourself for a new role internally, network, or network externally. I've worked in many other tech companies and Fidelity has a lot going for it as compared to other places. Just look around at the other places if you think the grass is greener: banks, financial services, FAANG. It su-ks, yes, but you need to take care of yourself, mentally, and do what you need to do to stay relevant. You may still get caught in some political nonsense, but do what you can and find your path. Find others internally or externally to help find your balance. Your family is most important and providing for them is job one. Good luck.
You aren’t trying hard enough. You have to start lying and cheating your metrics like the rest of client services and their help desks. Dump the calls on active trader services.
Behavior that is rewarded is what the company receives and the culture they get. They will reap what they sow.
@ct, "managers will be thinned out soon", is it your (mine as well) wishful thinking or something real?
Management doesn’t care because hiring managers had to pull the people who would damage the workflow the least. Management will be thinned out soon! I can’t wait to get the company back to how it was
@am Let's not reinvent the wheel. Perhaps the efficiencies gained by the additional bandwidth of AI can break down our silos.
OP you nailed it on the head with comfort. The economy is a dumpster fire and a paycheck with good benefits is better than being unemployed.
@a5 - 4growth commenter! that was gold - I laughed out loud!! you forgot to boil the ocean though
Guaranteed OP/you are in the next layoffs because you are not complying to say fidelity is the best place to work.. A0's will find and get you in this dictorship company
It sounds like you need to touch base with your people manager in your next 1:1 to leverage your 4Growth and Workday Goals so that when you circle back during your QCI your KPIs can be aligned with the North Star.