2 ms·

Sounds like 100% guarantee to be let go, because who would defend him? Top mgmt obviously considers him a low performer (or manager of a low-performing dept), a

Sounds like 100% guarantee to be let go, because who would defend him? Top mgmt obviously considers him a low performer (or manager of a low-performing dept), as evidenced by the "scraps" they got. And the employees under him don't want to work for a manager perceived to be weak, who is unable to deliver at bonus time. (worse -- was unable to even prevent the bonus pool that was initially earmarked for that team to be taken away and given to another dept). Seems like both sides would have no problem replacing the OP with someone else.

swagasaurus-rex 8y ago
Sounds like a 100% bad situation. Why stay where you are, in the most clear terms, unappreciated? You're asking to be reorg'ed out of the company anyways. This is one case where following your pride is the right option. It's like ending a bad relationship; things will only get worse.
- listenallyall 8y ago
  Never said OP should stick around long-term. But leave on his own terms, after securing employment elsewhere, or with some other plan. As opposed to laying down an ultimatum, in which case he could be shown the door in a matter of days. Better yet, if he wants to express loyalty to his team, work his personal network on the side to get each of his team members hired at a more appreciative company, and be the _last_ one to jump ship, only after all the direct reports have safely been "rescued" via better employment opportunities.
  - cimmanom 8y ago
    This advice may be the “right thing” to do by the team but may not be legally sound, depending on the OP’s contract with their employer. In fact it may not be legally sound even in the absence of a contract, depending on how a court interprets the implicit obligations between employer and employee. (I am not a lawyer and this is not legal advice, of course. Just consult one before doing anything like this.)
  - Latteland 8y ago
    That's improper behavior, to work to get your team hired somewhere else, doubly so for a manager, and potentially in violating of your no solicit clause. Quitting, telling your team why you are quitting, why you left, those are proper. Of course a company can treat the people working there poorly. Of course, companies screw people over, and treat them like shit at times, try to violate your hiring agreement, don't tell you your options. But actively finding your team jobs is foolish, and definitely something they can sue you over. And a new company would be worried you might do it again.
zhte415 8y ago
> Top mgmt obviously considers him a low performer (or manager of a low-performing dept), as evidenced by the "scraps" they got. That's not obvious at all. In large companies there's often a fixed pool. Are other departments struggling even more? Are other departments significantly below market so the pool gets reallocated? 'Manager' could mean many things in large companies, and often being gets caught in the middle. > don't want to work for a manager perceived to be weak Again, jumping to conclusions with no evidence. > was unable to even prevent the bonus pool that was initially earmarked for that team to be taken away and given to another dept This depends on how OP communicated it, on how to set expectations, which they didn't mention and again jumping to conclusions. > Seems like both sides would have no problem replacing the OP with someone else. How? Why?
muzani 8y ago
Not necessarily the case. Many bosses like to pay as little as possible, and often they pay the most to the people who are loudest about it, and not the people who are most competent. But even if there is a mismatch between OP's perceived competence and actual competence, it's a good time to leave, as it's probably a career dead end.

swagasaurus-rex 8y ago

Sounds like a 100% bad situation. Why stay where you are, in the most clear terms, unappreciated? You're asking to be reorg'ed out of the company anyways. This is one case where following your pride is the right option. It's like ending a bad relationship; things will only get worse.

listenallyall 8y ago
Never said OP should stick around long-term. But leave on his own terms, after securing employment elsewhere, or with some other plan. As opposed to laying down an ultimatum, in which case he could be shown the door in a matter of days. Better yet, if he wants to express loyalty to his team, work his personal network on the side to get each of his team members hired at a more appreciative company, and be the _last_ one to jump ship, only after all the direct reports have safely been "rescued" via better employment opportunities.
- cimmanom 8y ago
  This advice may be the “right thing” to do by the team but may not be legally sound, depending on the OP’s contract with their employer. In fact it may not be legally sound even in the absence of a contract, depending on how a court interprets the implicit obligations between employer and employee. (I am not a lawyer and this is not legal advice, of course. Just consult one before doing anything like this.)
- Latteland 8y ago
  That's improper behavior, to work to get your team hired somewhere else, doubly so for a manager, and potentially in violating of your no solicit clause. Quitting, telling your team why you are quitting, why you left, those are proper. Of course a company can treat the people working there poorly. Of course, companies screw people over, and treat them like shit at times, try to violate your hiring agreement, don't tell you your options. But actively finding your team jobs is foolish, and definitely something they can sue you over. And a new company would be worried you might do it again.

zhte415 8y ago

> Top mgmt obviously considers him a low performer (or manager of a low-performing dept), as evidenced by the "scraps" they got. That's not obvious at all. In large companies there's often a fixed pool. Are other departments struggling even more? Are other departments significantly below market so the pool gets reallocated? 'Manager' could mean many things in large companies, and often being gets caught in the middle. > don't want to work for a manager perceived to be weak Again, jumping to conclusions with no evidence. > was unable to even prevent the bonus pool that was initially earmarked for that team to be taken away and given to another dept This depends on how OP communicated it, on how to set expectations, which they didn't mention and again jumping to conclusions. > Seems like both sides would have no problem replacing the OP with someone else. How? Why?

muzani 8y ago

Not necessarily the case. Many bosses like to pay as little as possible, and often they pay the most to the people who are loudest about it, and not the people who are most competent. But even if there is a mismatch between OP's perceived competence and actual competence, it's a good time to leave, as it's probably a career dead end.