My manager is always hiding during the dynamic weeks and people on my team have started coming to me for help. It’s extremely annoying to shoulder this burden for my inexperienced manager. My manager is the only one constantly MIA most of the day. Where are you?!?! What are you doing?!?!
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Managers truly bring value to the company. At the very minimum, they make sure their teams/direct reports are not slacking and are doing the actual work. They also make sure to put someone on the list to be let go if that person is resistant to do the work. They also spark the creativity and inspire people to work. So bow to your manager very low and thank him for the job and the opportunity of being part of the great team. Thank your manager for not landing on the street!
you wouldn’t need managers if you didn’t have the attention span of a squirrel and could finish projects that take longer than two weeks. as soon as projects get messy you’re on to the next shiny object. learn how to actually finish a project.
Most CLs and GCLs are just wasting time in the office, pretending to be busy while setting up pointless meetings. The best thing they could do is cut the useless one-on-ones and those hour-long team meetings. TrackIT might be aimed at these dirty creatures .
These clowns rush around acting like they’re doing something important while rating employees who are way smarter and more skilled than them. CLs who don’t bring any real value to the team should be kicked out. Most of them can’t code, can’t write a design doc, and definitely don’t contribute to actual design discussions. They’re just people managers with zero technical skills, copying the behaviors of their equally unqualified bosses.
If the GCLs/Tech heads are gone then these mid-tier CLs wouldn’t have anything to hide behind. It should be mandatory for all managers—at every level—to actually write code, contribute to design, or work on core development. If that became the rule, half these GCLs and CLs would quit on their own.
Some CLs possess strong technical skills, but GCLs refuse to acknowledge them, seeing true talent as a threat. Instead, they reward under qualified individuals who won’t challenge their power. To these GCLs, flashy presentations, event planning, and constant praise of their “extraordinary” leadership seem more important than actual competence—a pattern that persists at every level of the organization.
Eliminate the multi-layered manager structure.GCLs should be first to go followed by tech heads and CLs who can’t contribute to real work .
Why does Managers/ CL’s or any other leadership roles never get affected? Does this mean they bring lot of value compared to people who actually work reporting to them?
They merely filling time with biweekly meetings and one-on-ones, often cutting them short or appearing unavailable. Their actions, like claiming to do less while others handle the actual work, create frustration. Haven’t seen any actual value that they bring and on top of that comment to people that they are doing less. There are many leadership roles simply filling space with minimal impact . Many managers excel at managing up, focusing on appearing valuable to higher-ups rather than truly supporting their teams. Direct reports can self organize and do their work. It’s better to keep people who are actually contributing directly to meaningful tasks.
There’s a CL of scrum masters in ET with THREE direct reports!
For real?!?
The managers in PI Operations don’t have 2 brain cells to rub together with the whole lot of them.
Also many managers have so less reports. LIke there are many CLs with 5 or 6 direct. reports. It needs to go. Product Area leader with 1 or 2 squads NEEDS to go. SM CL ( why do we even have any now) with 5 or 6 reports needs to go. Flat structure is needed
Managers are the spoiled ones. What do they do? Nothing really, they can’t identify problems the team is having so they are unable to provide solutions. My manager always being MIA and never responding to messages or trade approvals is really problematic. I cannot do my job because my manager is always hiding.
Managers do not add income to my life and they do not put food on the table. They literally do nothing but micromanage employees. Sounds like the one person that is pro manager on here is just a manager.
Fully agree, someone needs to let's say "coach" spoiled employees!
You need to be more thankful and respectful to your manager who provides you with employment and feeds your family. You should follow his directions without any push-back and spend 15-30 minutes thinking how to make him happy. Instead you appear to be spoiled lazy worker who seeks a way to avoid any effort and do bare minimum required to get a paycheck!
My manager is assigned to sit with the team. They drop their stuff off, talked to about 3 people then hide all day. Other managers in my department are at their desks all day and play an active role on their team. My team is being cheated by not having an accountable manager.
Have you asked them where they are and why they don't sit in the same area? CLs are assigned all together, not with the products they support. There is no assumption they should sit and hold your hand all week. They have plenty else to do.
"And where is his/her manager? That person should be managing this direct report who is missing in action."
I once had a manager that said he rode 20 miles a day on his bike. I guess that's what he was doing when we couldn't get ahold of him.
The reward for good work in this company is more work.
No recognition, no raise, no appraisal, no promotion, duh
You just keep slogging your backside off while someone else takes all the limelight.
As what they say, jewelers get all the rewards for selling a diamond ring than a worker who worked his a-s off for mining the diamond.
We are all "miners" here.
These MF chapter leads are biggest waste of space in this company.
They will want a specific question answered right away when they reach out.
But when it's their turn, they'll not hesitate to keep you in dark for eternity, about BME changes or whatever, making sure you keep feeling miserable about your job.
And then make you feel even more miserable if you raised concerns for having anxiety citing you're not "team player"
chapter "leader" here, a working one who still enjoys technical work. I have the exact feeling about the layer above me: group chapter leader. I bet he has the exact feeling about the layer above him: the domain leader......
The devil is the layering. Whenever you got people reporting to you, the sinister side of you says oh I can 'delegate' work to them, I can take credit of their work, and I can do literally nothing and still bring home a bigger pay check. Fidleity allows these behaviors.
So flattening is what Fidelity should do. Keep the chapter leader (yes, my level) and below and cut all the middle management. Then turn back and cut chapter leaders. Self-reported TrackIT is useless in rooting out the bad apples. Rather, focus on artifacts. What artifacts have your produced? Design doc on the confluence page? Code review comments? Number of commits?
"My team produced this", no, no, what's YOUR contribution? "I directed my team to produce this", okay, "direction" there is. When the only thing you can produce is a bunch of PPTs and spreadsheets, many of the which are contributed by peopole reporting to you, sorry, you're out!
Glad I got out. I saw everything described.
That one about chapter leads, could not agree more.
They seriously have no idea about any of the applications, yet they feel they are entitled to judge associates.
They lie to you on your face by making false promises and false assurances throughout the year.
When the time comes for performance review, they'll be like "you could have done better" blah blah blah
Biggest pieces of tu-d out there are these chapter leads
Let them know that you know where they live.
The managers I’ve had at Fidelity are literally the worst I’ve worked under in my professional life: Two-faced, disingenuous, ignorant, and morally compromised. Their only apparent talent is the pathetic ability to manage up.
Managers, chapter leads in this organization are biggest mo--ns.
They have no clue whatsoever of how any product area works.
Their only qualification is to show off the work did by folks who report to them.
And all of them are biggest liars you'll ever witness in a corporate world.
They'll abuse you, guilt you into giving your 200% and still have f**king audacity to say you could have done more.
dynamic weeks are the joke and sounds like you need to get better at hiding, there’s no reason to work hard or at all for this company
And where is his/her manager? That person should be managing this direct report who is missing in action.