Manager got promoted for the work I did. I took on more scope due to colleagues being CPM’ed. Manager already dismissing my work, likely I will get successful rating with pay increase not even covering inflation. How to expose manager ?
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Bo-m!
@an They don't use them anymore. Not really. Managers protect one another.
Many years ago our Intel Director gave a speech - we were celebrating a huge milestone that the ENTIRE ORGANIZATION had worked very hard on. He finished his speech by telling us that said accomplishment was now at the top of HIS resume, What a letdown it was. He'd been with the Company for a long time - I was surprised to find out he had learned NOTHING during that time,
Keep track of YOUR accomplishments, in detail, by always writing and saving a weekly.
That Director was eventually walked out for an indiscretion. Justice is hard to wait for, but when it comes,,,Bo-m!
To your point on the it’s a team. Pay performance , focal and firing does not happen as a team, it happens to the individual.
If success is contributed to the team then so should be failure . They just find a scape goat
Just look at def met team.
At Intel, manager owns you and has all the power. Nothing you can do other than keep him or her happy. They are looking for people to fire to meet the attrition goals to get to 75k by end of year so keep your head down and continue working. It is totally and employers market now and will get more so with AI.
Download the server data that records who exactly worked the most with the exact time stamps then chart the results.
I don't believe OP ever worked at Intel.
Your manager took credit for bringing the team together to get the job done.
You may have done 99% of the work, but your manager shared your success with the friends and family within the team. This helps keep everyone onboard within the team. By claiming this as a team success, management gets promoted for excellence in team management.
There's really nothing you can do, as upper management will take any complaints you have with a grain of salt and attempt to calm your emotions with some politically correct rhetoric. HR is the same, as HR will side with management and once again attempt to calm your emotions with some politically correct rhetoric. They'll also suggest that you sign up for some free counseling benefits. This is one area that I wouldn't invest an effort into; better invest your time into looking for a job beyond this place.
The weekly, monthly, and quarterly reports are for team effort, not individual contributions. If you get a department recognition, so will all your team members; you'll never get elevated to be a single shining star. Your manager will get the biggest recognition; this was for bringing the team together. There is no I or me in a team; it's a team, from the worst to the best performers.
The manager will get a certain % of the raise during review time, and it'll get spread evenly across the team. You're not going to see the lion's share, even if you did the lion's share of work.
This is how it works within culture blue. You either live with it or find a way to leave.
I've been there, and it su-ked that I put in the extra hours while others didn't. I never got rewarded for it, and it eventually burnt me out. I took VSP and some time off to spend with family. Now, I'm at a better place where the entire team contributes and no one gets away with sleeping on the job.
Others in a situation similar to mine also signed up for VSP, and those who didn't are now regretting it, as too many teams are comprised of friends and family. It would be OK if my friends and family pulled their weight, but many times they just hang on to the cycle of success from others' contributions.
Listen to yourself and know when enough is enough, as you'll burn out. Find a good opportunity to jump ship and just jump and don't look back. You'll eventually land something better, and life will be more balanced.
You could at the very least put some sand in his gas tank. Make use of RTO.
Nothing you can do OP. Most of them are lack of technical knowledges and technical id--ts so they choose to be a manager instead of doing the real engineering works.
there is nothing you can do
the manager's word will be taken over yours
usually companies like this will sink
but nowadays they are kept afloat by gov bailouts and other financial frauds
Wait for him to walk away from his computer unlocked, and forward all the emails proving your contributions to his boss and his boss’s boss.
Manager got promoted for taking on additional scope which I did the additional scope work , driving efficiency ( making 1 person do 4 people’s job) and delivering savings ( which were due me successfully driving and executing those projects ).
Surprising as managers typically don't do IC type work. They manage. That's their job. It's understood that when a manager sends out their weekly, they did not actually do all that work. The people under them did. And if you do good work, it's naturally in your managers best interest to keep you. What I have seen is 2 people work on a project, one guy does 80% of the work, other guy does 20%. The guy who did 20% will try to take credit for 50%.
Leave on your own and come back in 2-3 years for a promo.
Currently I am negotiating with Intel for an IC role. I am trying to negotiate a grade higher than they planned for. The reality is, I will be at that grade for the remainder of my career, so rather than beg for it in 3-4 years just try to get it upfront.
So his friends who are getting the raise should do the work. They pretty much put 4 head counts wok on me due to the many waves of CPM but no project was zbb’d. Other teams also burden shifted some of their work onto us , when I pushed back on such burden shifting , manager didn’t even back me up.
wait for manager review and expose him
I'll bet that manager gave most of your raise to his friend in your group.
Hes. Taking care of hid friends and sc--wing everyone else.
You need to switch jobs and Get into a different group.
There's nothing you can do other than to find another place to work for and talk about it during your exit interview.