Should I Stay or Should I Go Now...

I've been updated my resume.

I really screwed up not taking the package that was offered in Jan.

I thought a promotion was the other alternative. That not going to happen, they are just doing away with that position. So k be expected to do the work without the pay.

My company has made it clear that money is God and people do not matter. And my new manager is completely in support.

At this point I hope I can maintain my composure and not get myself fired.

I really hate going into work everyday, but I'm torn because I really just wanted to work here the more years and retire.
 
Wolfslayer said:
I tell my children and my students to follow a simple rule in their interactions with others, don't be an asshole. Why that can be so challenging for some people perplexes me.
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It is hard not to be, sometimes.

Sometimes it just flows so naturally I don't even realize it.

I think it's my neuro-divergence so I don't realize it when it's happening.
 
UNCatTech said:
I've been updated my resume.

I really screwed up not taking the package that was offered in Jan.

I thought a promotion was the other alternative. That not going to happen, they are just doing away with that position. So k be expected to do the work without the pay.

My company has made it clear that money is God and people do not matter. And my new manager is completely in support.

At this point I hope I can maintain my composure and not get myself fired.

I really hate going into work everyday, but I'm torn because I really just wanted to work here the more years and retire.
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Yeah, right now companies are expecting you to do more and more for the same pay. I took on responsibility for 2 extra teams last year, and my boss cut my bonus by 60%...
 
I'm surprised no one has suggested doing what Tommy Lloyd did....

Get the rumors started that another big named firm is after you, leverage it for money and not having to report to this woman.
 
NYCBlueBlood said:
Yeah, right now companies are expecting you to do more and more for the same pay. I took on responsibility for 2 extra teams last year, and my boss cut my bonus by 60%...
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Yes, or bonus were down 50% this year.

I lost a team member in Jan. Today I recieved permission to hire a replacement. TWO pay grades below the person that left.

Several people in higher pay grades took the voluntary package. They are all being replaced by people making at least 25% less.
God money...
 
Interesting read.

I’m in a job I hate, but the only reason I’ve stayed is my boss is amazing and I don’t want to abandon her in this shitshow.

Customer/business partner is the most difficult I’ve ever worked with. Vendor is trying, but will never be able to deliver what this customer expects. My boss is about a year from retirement and I’m trying to hold on until then, but the day she gives her resignation, I am too.
 
UNCatTech said:
I'm surprised no one has suggested doing what Tommy Lloyd did....

Get the rumors started that another big named firm is after you, leverage it for money and not having to report to this woman.
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I'm not sure I'm that important... but the good news is that I told her I was not happy when she communicated my bonus... said I was not sure it was worth doing the work... apparently she ran to the CEO to make sure she got to him before I did. He reached out to me and bumped my bonus up to same as last year.
 
CarolinaFever said:
I have been at my company over 23 years. I hate doing the whole annual review and coming up with goals. My goal is to do my job until I can retire.
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I was in compensation my whole career. As such I was always very involved in managing Performance reviews
In general, in State Govt the set up just sucked. Mainly top Management was always Excellent and bottom level masses "Okay"
It was mostlty turd city
 
mpaer said:
I was in compensation my whole career. As such I was always very involved in managing Performance reviews
In general, in State Govt the set up just sucked. Mainly top Management was always Excellent and bottom level masses "Okay"
It was mostlty turd city
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Our review system has no granularity. It's basically 1) walk on water 2) average 3) fire them. And it's not merit considering we have to take the whole team into consideration. Can't have to many 5s.

It's a system set up to keep wagees in control. It makes it very hard to tell a high performer they are great but still get 2%, because....
 
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NYCBlueBlood said:
I'm not sure I'm that important... but the good news is that I told her I was not happy when she communicated my bonus... said I was not sure it was worth doing the work... apparently she ran to the CEO to make sure she got to him before I did. He reached out to me and bumped my bonus up to same as last year.
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The fact that he was willing to undermine her to keep you says you are pretty important. And that she's probably making unilateral decisions he thinks are crazy.
 
NYCBlueBlood said:
Sorry that happened to you. CEOs have a million things weighing down on their heads. When you are useful to them, they have your back. But they have to be ruthless to do their job... it's why such a high percentage of CEOs (and politicians) are sociopaths... or that's my unverified POV. I don't think my current CEO is a sociopath. He's a good guy as CEOs go. But he does not have time to waste dealing with my issues.
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Our CEO was definitely not a sociopath. If anything he's the opposite, he doesn't like confrontation. He doesn't feel comfortable in large crowds or even at a table of more than 8. We had a personal relationship outside of the office, though I always knew that didn't figure into my job security.
 
mpaer said:
I was in compensation my whole career. As such I was always very involved in managing Performance reviews
In general, in State Govt the set up just sucked. Mainly top Management was always Excellent and bottom level masses "Okay"
It was mostlty turd city
Click to expand...
Comp people are the best!
 
UNCatTech said:
Our review system has no granularity. It's basically 1) walk on water 2) average 3) fire them. And it's not merit considering we have to take the whole team into consideration. Can't have to many 5s.

It's a system set up to keep wagees in control. It makes it very hard to tell a high performer they are great but still get 2%, because....
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That's more or less what everybody in the tech world is moving to. We have "top 20%," "bottom 10%" and everybody else lumped together in between. It's an offshoot of the old concept that "20% do 80% of the work."
 
HeelInTheOzarks said:
The fact that he was willing to undermine her to keep you says you are pretty important. And that she's probably making unilateral decisions he thinks are crazy.
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I work directly with him on a lot of stuff. He intentionally cuts her out of it, as he's been doing it with me since before she was promoted... and she has zero expertise in my area.

I've been doing it with him long enough that I know what he will want before he wants it... and can do 90% of what he needs to do for him without him having to give me any guidance. I also know exactly what he will want to see to make decisions... and usually I can guess what decisions he will make. So I can guide him through all the decisions he needs to make, with recommendations that are already 90% "correct," and have at my fingertips all the info he will want to reference to close the decisions on the spot.

I definitely have value to him... but it's specific to my specific area of expertise. He does not want to lose me and have to start from scratch with somebody new who has to learn all the lessons I've already learned. He also knows that while she understands my value, she's also annoyed by it. So while I'm sure he was annoyed with her for playing games with my bonus, I'm sure he was not surprised by it either.
 
CRHeel94 said:
Our CEO was definitely not a sociopath. If anything he's the opposite, he doesn't like confrontation. He doesn't feel comfortable in large crowds or even at a table of more than 8. We had a personal relationship outside of the office, though I always knew that didn't figure into my job security.
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That's a tough personality for a CEO... particularly the confrontation avoidant part. I've worked with CEOs who don't like making the tough decisions... it's VERY bad. Way too much time is wasted looking at things from every possible direction.

CEOs need to be able to make decisions quickly and move on. In many cases, taking too long to make a decision is worse than making the wrong one...
 
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