@Grumpy. Bad Senior managers are kept around because they serve a purpose for the food chain $. There is a bigger strategic plan in play and peons are not supposed to know about such things. People who know about and are responsible for doing something about atrocious managers, don’t because the abusive manager is needed more than the person who’s complained. It’s serves their higher purpose (making $ or saving $)
Posts mentioning hashtag #metoometlife
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@Grumpy. Ok. so now the threat of someone’s livelihood and mental well being boils down to a riddle associates must solve? Comical. you have also stated from HR and Management perspective that it is a game of 3 strikes and management is out.
Riddle debunked:
Strike one - associate is blindsided with a PIP second half of year without any mid year feedback or warning (rated highly year prior).
Strike two - same associate reviewed poorly only a few months later during end of year feedback and without any chance for improvement.
Strike three - said associate is now pushed out the door quickly thereafter because….
It boils down managers head or associates head when poor feedback comes in against a bad boss during mid year prior.
Before an associate can solve the riddle…
A: there is a carefully crafted trail against them using HR tools and channels meant to develop associates
B: fault is conveniently placed elsewhere even though associates are not empowered to be responsible for complaints against a manager.
C: now throw in the friendship factor & talk about banning together. While the under compensated and mistreated Peons need to “ ban” together to keep job…the over compensated management and HR “ban” together to protect thier pay grade level peers.
So that is how the 3 strikes works from non management associates perspective.
End game and master move from management and HR playbook is that
The associate chair continues to rotate so the bad manager can stay.
Management will continue to run the very public associate empowerment campaigns while pushing, pushing good people out of the door.
I agree with #metoometlife - that is how this terrible morale & culture continues.
@Grumpy. Listen up. There are employees that are emotionally abused by managers. And it is atrocious. I have been an on going recipient of emotional abuse by the business I support and coworkers. And I know of an individual who documented every instance of emotional abuse by her direct manager, submitted it to senior management. Guess what? NOTHING WAS DONE. This manager should have been fired decades ago. #metoometlife refers to no se-ual abuse by managers.
@metoo: The burden is on you to prove that you are being treated atrociously. How?
You sign #metoometlife. Are you saying that you have been s ex ually abused or harrassed? Seriously?
I suppose that goes on, but I haven't seen it. And, I think that a manager that engaged in that would be risking his (her?) career. Yes, HR mostly sides with management, but there are certain things that managers cannot do and they will be cut loose for it.
Report it and get away from it.
That said, I do believe consensual stuff happens and leads some to get promotions and raises that are not deserved. This is bad for the employees that don't get the promotion that they deserved and for the company as a whole because it fosters incompetence. In cases like that, I'd like to see both parties fired.
But as far as "atrocious", I don't think most MetLifer's think they are being treated atrociously. That's a word normally used for war crimes. A heavy, serious word. If you are truly being treated that way, you should report it and get out. At all costs.
@Grumpy
I read your reply and have a hard time getting behind your disclaimer. I find your response in itself to be atrocious or wicked…
Your words do not change, comfort or diminish the current reality of those who are subject to abusive behavior in the workplace.
Minimizing someone else’s experience through comparison to an even worse reality of another is hardly compassionate.
In fact, It reminds me of words and behavior of an abuser….
I sincerely am sorry to hear that you too are not happy.
But, simply not being happy is very different than being mistreated or abused in the workplace.
While it may be your truth, please consider that telling someone who has been mistreated or abused that other people have it worse does not excuse a toxic culture but in fact brings us to the very root of the problem.
It is a phony trust no one culture. It is a culture where causes are in many cases personal to senior leaders only type of culture. It is a asking people who make under 6 figures to fund political ambitions of the corporation kind of culture. It is an overworked and under-recognized kind of culture. It is a selfish culture kind of company under cloak of diversity and inclusion.
It is a woke culture.
I also went down the path of feeling confident that HR and ER would be the answer to dealing with bad bosses after my escalation to local direct line of upper management fell upon deaf ears. We were trained that this is how you report unethical behavior in the workplace. My issues were never addressed. The end result was that my environment only got worse. I was further down the road put on what they referred to as a PIP ( personal improvement plan). I was put on a PIP though….not my leader. Smells like retaliation doesn’t it….
Once I realized that I was two steps away from the door, I left the company on my own accord. I am happier now in a new role, new company. Yes, I am paid much more and feel valued.
Do not trust MetLife ER and HR. They are safe harbor channels for management only. You essentially create a case against yourself. I have heard this from others as well.
MetLife is not a good company to work for. I was told it once was, but no longer.
And, I don’t even agree it is a good company for senior leaders who sell their soul for a nice salary and benefits package but endure the same result which is a stressful cut throat snake pit work environment.
Need checks and balances.
Bosses being aware of unethical and unprofessional behavior and looking the other way is enabling. It is the same as directly participating when these behaviors are not shut down.
Bosses have a responsibility to manage manage people including other people managers. Rotating chairs does not solve the problem bit only enables toxic behaviors to continue.
Saying that abusive behavior is just a personality conflict is an excuse to avoid confrontation which is also enabling.
Bosses who are not comfortable confronting abusive and unprofessional behavior should not be people managers.
Contributing to and/or enabling abusive behaviors is inexcusable….Period.
I agree - time to clean the management wheel house out.
I have heard 2 cases in addition to the 1 posted in this thread where ER did not do a thing….. end result was good people leaving but abusive bosses stay.
I went to HR too, nothing was done.
SLT not respecting deadlines at the expense of slave minions
It’s the MetLife Way…Overworked, underpaid and constantly pi---d out to do more while others are rewarded for doing bare minimum.
Take this job and shove it!
“Emotional abuse in the workplace.
Mental abuse can take many forms. Examples of mental abuse can include purposefully failing to provide critical information necessary for the victim to do his job, interrupting him, ignoring his input and isolating him. More overt examples of mental abuse include angry rants, screaming or swearing at the employee in front of others, sabotaging work, stealing the credit for work the victim performed or making rude, belittling comments about a co-worker.
*All of the above”
All of the above
Note to abusive bosses and peers: you are not as subtle as you think.
All of the above +
Constantly shooting down ideas and suggestions. Only to leverage and take credit later.
And yes, the intentional and reoccurring inside jokes that only a handful of people understand are rude. Just stop. We get it - we are not intended to know and that is your strange pleasure. don’t care to be part of your narrow minded club.
all of the above