5 ms·
Sounds like you have a choice — you can run from the political shitstorm that is around the corner (look for another job), engage with K and HR and her manager
by andreyf 11y ago
Sounds like you have a choice — you can run from the political shitstorm that is around the corner (look for another job), engage with K and HR and her manager frankly and honestly (not easy), or just keep your head low and wait for everything to blow over. The choice is definitely up to you. You seem like a good communicator. Perhaps try succinctly voicing your concerns to someone else who can help advise or assist within the organization?
You could also start more carefully by asking direct questions about whose mistake it was to tell you about promotions and bonuses before the decisions were completely finalized, and what specifically the mistake in your performance evaluation was. When in doubt, always get more information first.
- pinewurst 11y agoAny action that involves engaging with HR is a mistake, pure and simple. They're there to protect the company even when it's acting through managerial malfeasance.
- kabdib 11y agoHR is not there for you. HR is there for the company. I've made the mistake of thinking that HR would solve malfeasance and Bad Political Shit done to me by managers. Won't make that mistake again.
- rrauenza 11y agoI don't completely agree and have experienced otherwise, but it also depends on whether the manager is going against company culture and policy.
- kabdib 11y agoLet's just say that making a manager's girlfriend mad at me (she was a cow-orker of mine, he was a manager in the same group) and thinking that HR would fix anything forced me into one of the best career choices I ever made (srlsly!)
- andreyf 11y agoAny company which is OK with manager-subordinate romance is not worth working for, IMO.
- andreyf 11y agoOf course HR is the company rep, and sometimes one who is happy to forget things which aren't in writing. If you want someone advising your interests, pay a lawyer. Engaging with HR is still a good idea. Ensuring a fair and reasonable process for evaluations and promotions and bonuses is very much in HR's domain. When there are problems of the sort OP talks about, HR should at least be aware of it.