Seen this multiple times where managers have much higher loyalty to other managers, and will even throw their own team members under the bus than defend and protect their own team. This is ridiculous as managers are placed to build and grow their team, and protect against fury of other file and rank managers. Other similar experience?
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The truth is high tech has become just like mafia and cartel. It is all about who can dominate others and steal their hard work and show off to above to survive. It is highly corrupted, inefficient and cruel. We need an initiative similar to doge but for high tech to drain the swamp and stop the cartels.
Because they are a.. kissers.
Seems you’ve caught up. Congrats. Cisco is toxic af because LRs bring out the worst in people.
It will never change as long as everyone is in constant threat of being cut.
Office politics cuts both ways. so, yes do your job as an individual employee and go back to your family - rinse and repeat. For the boss, the same rule applies. Unless there is a serious issue of abuse, threats, violence - stay away and let two immature people take care of their issues, get the job done and move on.
Office politics, stay away from them. Just do your job, get paid, go back to your family. Repeat again. There are some wacko and sickos in every company, avoid them as much as possible.
OP- are you H1B? Maybe what you did / do is indefensible, and maybe your boss does not want to fire you because of DEi? Well H1B does not fall under DEI anymore, but curious.
Call the DEI police 🚔 ... FRAN??
We need a DOGE audit.
Hand them a copy of a static analysis run and they'll fire anyone even tangentially related to software.
That's the easy part Cisco should have done decades ago. The hard part made far harder by time is attracting talent to lose 5-10 years of their career cleaning out the pig po-p pits.
100% agreed with the previous comment, irrespective of which company you work for. There is no context to the original post, but all of us worked in a matrixed org (seems like in the post). Employee A and employee B sorting it out on a recorded call is the best and yes putting on big boy pants will help. Nasty emails and non stop rants have gotten people fired and 100% agree that it is not what you say - it is how you say it. In the end a job needs to get done or dropped. So OP put your big boy pants on or go to HR and see if you stand a chance. Do some self appraisal first on your attitude as to what makes your boss stay away- ask yourself if you are a k own quantity for rants, gossips or showing an attitude. Remember , your boss staying away is not the same as throwing you under the bus. He could just fire you for your attitude problem maybe…so put your big boy pants on, resolve the issue and get to work.
It is easy to cry / comment and blame a manager without providing full context.
Lets say Employee A (working for another manager) needs support from Employee B (you). You write a nasty email to Employee A saying you cannot support him/her and CC your boss and his boss. Your reason might have been legitimate, but once you write a nasty email - you and employee A need to put on your big boy pants and sort it out. Remember it is not what you say, it is how you say it.
If your boss wants to stay away and lets you put your big boy pants on, he is an excellent manager...because escalation does not lead to good outcomes.becomes and HR case.
If employee A's manager gets involved with you along with employee A, he is d-mb.
You complaining about this is even more d-mber..you should have a call with employee A and even maybe his boss, address the situation on a recorded call, so you have a backup.
stop ranting without context, and again put your big boy pants on and get to work.
Because they are puppets and don't want to be bad-mouthed up the chain by the management club.
Most manager would have done better have gotten into local news anchor or local politicians. Instead, they convince some other executive clowns that they are "change agents" or whatever current trendy acronym. Most should be riding in the clown car, and couldn't fight their own way out of a wet paper bag.
Most of Cisco's issue has been inept but empowered to cotinue to exist at any cost middle-management. We could do with about 30% of the current level. We need a DOGE audit.