Stayed in the same job level for 8 years without promotion. The new guy I mentored become my boss. Thought it would be a good thing. However, at the first 1-1, this guy ask me to develop "leadership skills". "Encourage" me to challenge myself, work"smarter" not harder. Really don't know what to say. 17 years of life applied to this company...... No wonder this company is downing to floor. They're thousands of people like me do their job but never received respect
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As an admitted HiPo (cringe) that jumped ship, a key factor in that decision was the fact 3M morphed into a LoPo employer. I didn’t change. The company did.
My question to the person who posted the messages earlier ...
If 3M is developing HiPOs and has such a program in place for a long time ..why is that we are in this deep cesspool with no chance for recovery even with such HiPo leaders in place ???
BTW...are you with 3M HR, by any chance. Your messages seem straight out of the corporate workbook that not many people have any faith in even though we are "winning" so much these days !
It is true that many companies, including 3M, have implemented talent management programs and initiatives aimed at identifying and developing high-potential employees (HiPos), in order to ensure that the company has a strong pool of future leaders. This approach is not unique to 3M and it's widely used in other companies as well.
It's also true that some companies have faced lawsuits regarding age discrimination and promotions, as you mentioned. Age discrimination is illegal, and companies have an obligation to ensure that their hiring, promotion, and compensation practices do not discriminate against employees based on their age.
It's important to note that companies have their own set of criteria when it comes to promotions and talent management initiatives, which is determined by the company's business priorities and the needs of the workforce. It's not always possible to ensure that all employees will be promoted or that the promotion process is fair and transparent. Sometimes, promotions are based on business-related factors or factors beyond an employee's control.
It's also important to note that as companies evolve and face different challenges, the management and leadership styles change as well. The changes in the leadership style of a company can have both positive and negative impacts on the employees and the company.
It's important for employees to have a clear understanding of the company's promotion policies, as well as their own career goals and aspirations, and to communicate with their supervisor or human resources representative if they have any questions or concerns.
It can be difficult and disappointing to see a colleague or someone you mentored be promoted to a position above your own, especially if you have been with the company for a long time. It's understandable that you would feel discouraged and disrespected in this situation.
It's important to remember that promotions are often based on a variety of factors, including an employee's performance, experience, qualifications, and potential. Sometimes, there may be circumstances beyond an employee's control that lead to a promotion or lack of promotion, such as budget constraints or changes in business strategy.
In any case, if your boss is encouraging you to develop leadership skills, it may be an opportunity for you to grow and develop in your role and to be recognized for your contributions. It's important to keep in mind that an employer might not always recognize and reward employees the way that they want to be.
It's important to have an open and honest conversation with your supervisor about your career goals and aspirations, and to discuss how you can take steps to further develop your skills and advance in your career. Additionally, it's always good to continue networking, exploring and learn about other opportunities outside of the current company.
It's important to keep in mind that being with a company for a long time does not guarantee a promotion or a specific path, and that employee's work is only one of many factors considered in the promotion process.
The utter failures at the bench crowd reminds of those who are booksmart but can't actually do real work. The old saying "those who can't, teach" -- at 3M this means that those who can't deliver results end up getting promoted to micromanage those who do get the work done.
Another great GE "leadership" tenet at work. Thanks Jimmie mack
since management ranks are only given to high potentials, hence super fast promotion is justified all the time
This is a myth that has been perpetuated at 3M for a long time. For the last 2 decades or so, 80% or so of the people who moved to management were utter failures at the bench. They did pretty mediocre work and changed over to the management track to get the easy and quick promotions which pretty much happens like clockwork. No high potentials for sure!
Exactly same story for me this is the new normality. Paid at the minimum in your job group for years and with your kind colleague as boss and coaching master.
The same thing happened to me, but it worked out well.
He should have recommended a grammar class.
I worked with a guy for years on a very tough project to develop a cheap product for china market. One day he becomes my boss and he asked me to get it done ASAP and set it as my development goal.
3M had some form of HiPO's back even in the 1990s but it wasn't so lopsided in favor of velocity of promotions for the chosen "golden child" as it is today. We can all thank GE McNerney for the emphasis on promoting "talent" faster. 3M actually got sued over age discrimination based on his many comments about finding the young and bright and promote them as fast as possible. A lot of mid and late career people who were more deserving got bypassed or even fired to make way for Jim's wunderkind.
Yes, I've noticed people who when they get to JG15 or so become absorbed in politics and looking good and no longer give a rip about the bodies left behind that they climbed over to get those precious stock options.
This happens all the time !
If you decide to stay in the technical side and devote your career to working at the bench and doing something useful, it will inevitably happen that someone you hired and or mentored, will become your boss or manager, since velocity of promotion is so much faster in that track, all across the company (since management ranks are only given to high potentials, hence super fast promotion is justified all the time).
Very often you will see a huge and alarming change in personality of your new manager. He/She will talk like a boss, behave like a boss and even demand a boss - subordinate relationship!
These are apparently the future leaders of the company. Any surprises why the company is going downhill so fast ???
Get used to it. It's the culture.
By the way, work smarter means kiss the right a-s.
This had happened all too often, especially with experienced external hires. Supposedly they bring in an outside the box thinking. Instead, they bring in arrogance, ignorance of people skills, and passive aggressive mindset. This sounds like what happened to you.
Worst part, it's not just the retreads from GE. Although if you want to clear out a department without having to fire people, bring in a GE reject like Monish or Bich and people will flee in droves.
Sorry to hear about your plight. My condolences to you. Take care.