Assume you have a manager who seems narcissistic, only caters to ones who su-k up to them, gives opportunity to grow to only those associates who are "teachers pet".
The "pets" end up getting all the recognition, accolades while the truly deserving ones get more work and no reward.
Now imagine Fido is filled with such managers....
Everyone puts in the hard work but only ones who su-k up to their managers / leads get the limelight.
So petty
Are you people new here? It has always been this way at Fidelity, even before full time remote work. Nepotism and favoritism
is how this place has always worked. Be aware you may be a pet or favorite now but as soon as your manager can no longer utilize you to favor their own advancement, you agree with a rival manager on something trivial, or you side with what’s right for the customer, you’ll be discarded. Become a pet and keep your mouth shut, find a new manager with principles (good luck), or leave if you don’t like it. It will never change.
I’m in the same location as my manager but I’m still facing similar issues. My boss is a parent, so all the parents can apply the dynamic work policy as they see fit, anyone else is warned not to make it a trend, even if it was the first they needed to work from home that day.
I understand parents have different responsibilities, but my manager is extreme about her warnings to the people who aren’t parents. My annoyance is with my manager, not people who have children.
Oh so it’s not just my department. Good, at least I’m not alone.
Absolutely agree, the worse part is even when such high performing associates get recognition, it doesn't get called out, basically you work in darkness and receive recognition in oblivion without anyone knowing how you're impacting the team.
If the team isn't aware of your recognition, awards they won't respect you for the work you do and will just keep on dumping more work on your plate.
This post in so many ways tells so much there is wrong.
Scenario 1: you have an average performer who is teachers pet, if this associate needs to take a day off or be away for an appointment they can do so without any issues
Scenario 2: You have an excellent performer but not in the same region as their manager, this individual doesn't get recognition and their work gets used by someone else to present.